ASSIGNMENT ON

HUMAN RESOURCE DEVELOPMENT

OF MORRISION

Submitted by:

Name:

Id:

Submitted to

Date of Submission:

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 TABLE OF CONTENTS

introduction...............................................................................................................................iii

Lo- 1: Understand Learning theories and learning styles..........................................................5

1.1 Compare different learning styles................................................................................5

1.2 Explain the role of the learning curve and the importance of transferring learning to the
workplace in Marks and Spencer...........................................................................................6

1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event for the Company.............................................................................................8

LO-2 Explain the role of the learning curve and the importance of transferring learning to the
workplace in Marks and Spencer...............................................................................................9

2.1 Compare the training needs for staff at different levels in Morrison............................9

2.2 Assess the advantages and disadvantages of current training methods used in the
organization..........................................................................................................................10

2.3 Use a systematic approach to plan training and development.....................................11

LO -3 Be able to evaluate a training event...............................................................................12

3.1 Documented methodology of an evaluation using suitable techniques......................13

3.2 Analysis of the training event.......................................................................................15

3.3 A review of the success of the evaluation methods used:..............................................16

LO-4 Understand government-led skills development initiatives...........................................16

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

4.2 Explain how the development of the competency movement has impacted on the
public and private sectors.....................................................................................................17

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
..............................................................................................................................................18

Conclusion:..........................................................................................................................19

References............................................................................................................................20

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 INTRODUCTION

Human resource is the core and heart of an organization better position in the competitive and
globalized world. This is the era of competition in the free global and capitalized market.
Here in the capitalists market to sustain and brings innovation in business management and
economy human and pupils must be skilled with most cutting edge knowledge and quality.
As, the private and public sector both are governed by the people. So, their quality and
knowledge reflect on the overall strength of the country. In this assignment, the importance of
human resource development, development process and outcomes will be outlines with key
case concern. Basically, the role of concerning organization and government to make quality
employees or human resources will be critically analysed here. Morrisons is fourth largest
retail business company by market share in UK. It conducts business through supermarket
and convenience market outlet. Currently, it launched online wing to sell in online platform.
It has almost 124000 employees of different ranks and position with distinct responsibility. It
considers its employee as core part of business and success. So, it arranges frequent training
and skill development program to make the employee productive and responsive with the
changes in business outlook. It also, often does meet with government training and skill
development department to make joint venture for general people training for the upcoming
years. In this assignment, overall perspective in the training and development program will be
reported with real life case concern and theoretical knowledge application.

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 TASK-1

1.1 COMPARE DIFFERENT LEARNING STYLES

Learning styles are the system and process of learning by the learners and teachers.
Depending on the context and leaners motive of convenience, different learning styles are
applied. Basically, individual learning aptitude and organizational overall objectives, these
styles are combined and applied.

According to Honey and Mumford (1986), there are four basic types of learning styles.

Pragmatist
Theorist
Activist
Reflectors

Pragmatist: Here, learners learn by the case study of the related field or domain of
information of knowledge. What type of effects activating by the application of case study are
pushed here. Depending on the case studies, leaner apply their knowledge on problem
solving. Group discussion helps the leaner to come in decision or better outcomes.

Theorists: Leaner first comes to the established theory or model. Gaining underlying
implications of the theory, leaner draws an approach to apply the knowledge in real case.
Here, statistics, stories, different quotes and background information are pushed to make the
learning effective.

Activists: leaner participate actively in problem solving situation. Basically, emerging

problems are identified first by the trainer or leaner and then the group discussion are
employed. Brainstorming is the key part of this learning style and it is applied in puzzle,
problem solving cases. Here, individual roles are played importantly.

Reflectors: Learners learn the topics by paired discussion and observe the happening
phenomenon. Leaner welcomed self- reflective analysis and feedback from other to observe
properly of the improvement. Coaching ad interviews are important part of this learning.

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These for types of learning are employed through the combination of some learning methods.
Verbal, visual, auditory, physical, logical, social, solitary styles are combined for more
suitable response.

Learning styles took by Morrisons: Depending on the context and needs of the particular
department of Morrisons, arrange two or three styles integrate to give the training. For the
sales executive in supershop, it took activist training program. For the management level
training it took reflective and theorist approaches. For the operational end it took pragmatist
and activist program for getting optimal support and response.

1.2 EXPLAIN THE ROLE OF THE LEARNING CURVE AND THE

IMPORTANCE OF TRANSFERRING LEARNING TO THE WORKPLACE IN
MARKS AND SPENCER

Learning curve: in the organization, for the employee skill development and measurement the
ongoing status, a graphical measurement line is being used. Basically, horizontal and vertical
axis are used to represent the progressing status of the development program. Experience lies
in the horizontal axis and learning lies in the vertical line. Core implication of this curve is to
identify the influences of the experiences on learning values.

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Figure

Figue: Leanring curve (source: Online,2015)

Knowledge transfer: this is the core process in the organizational context to make the
information and knowledge as much as possible to make utilized in the organizational inline
context. Already acquired knowledge by the organization members are transferred to other for
make its accessibility for the concerning stakeholder to make right decision against the
organizational demands. In short, knowledge transfer outlines the process where knowledge
are being transferred from different ends of the organization.

Role of learning curve for Morrisons: Morrisons employee development manager must use
this learning curve in the time of learning for detecting or assessing the portion of learning

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over the time. To identify right tools or materials for learning in the right time, this curve help
a lot. it also help to maintain schedule properly, in the sense of right time allocation for skill
development.

Importance of knowledge transferring in workplace of Morrisons: By this process Morriosn

employee will be able to shareany important knowledge which may help other to understand
the concurrent issues and information for the making the organizational objectives laid out
successfully. It can also help to reduce another extra cost for formal knowledge distribution
vie different channels.

1.3 ASSESS THE CONTRIBUTION OF LEARNING STYLES AND THEORIES

WHEN PLANNING AND DESIGNING A LEARNING EVENT FOR THE
COMPANY

Learning styles are the process or system of learning over the time period in organizational
skill development programs. Depending on the nature and features of style, some major
learning processes are defined by the experts which are referred in the comparison section of
this paper. Depending on the context and demand of criteria from the organizational
management and operational end these learning styles are being defined.

Learning theories is the framework which based on concept of learning. Basically, how the
information or data would be absorbed by the leaner in the time of learning and what tools
will be helped more on effective learning are defined in learning theories. Cognitive, meta-
cognitive, social, psychological etc. approaches of learning are combined collaboratively to
make the challenging process interactive and result oriented. In the learning theories
consideration or determination, metal and cognitive capacity of the concerning learners are
mostly studied or read out. Then, proper materials and teacher are guided to serve them with
learning.

Planning and designing learning method: conducting study or checking the feasibility of the
learners and teacher, organization such as Morrison fixed the learning method. First the
planner makes plan analysing all the things and factors reacted to learning. Then, draft design
of the plan for implementation is set out. Finally, final project of learning method or
framework became alive.

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Contribution of learning styles and theories in learning method design of Morrison: As
Morrison has several functioning and operational division concerning for taking learning
project. So, depending on the several division criteria, planner and executor must select right
styles and theories for application. In the planning and draft designing, several theories and
styles and these prototype combinations help to match correctly for the right one. So, precise
selection of the theories and styles on planning and designing shows the possibility for
success of the learning or skill development project.

TASK-2

2.1 COMPARE THE TRAINING NEEDS FOR STAFF AT DIFFERENT

LEVELS IN MORRISON

By the command of HR manager of Morrisons in the training needs identification, first

comparison between different level of management and operation must be identified.
Observing the current trends and outlook by the global context, these criteria will be fixed.
Basically, competitive weakness and threat will be mostly prioritized for getting right
assumption to develop employees skills.

Management and leadership Shopper or sales personlevel Operation and functional level
level
# effective leadership training #Customer care and experience # provide proper communication
# motivational skills training and interpersonal relationship
# problem dealing skill # training on ends satisfaction skill
#Persistency and humanistic by good manners and # mentoring and brainstorming
skills behaviour for precise operation both
# providing cutting edge data # effective listening skill physical and human resource
and information in the training # training on optimal utilization
corporate world # complaints dealing and team of the resources
# self role appraisal and more discussion skills training # training on monitoring and
conscious about dynamic regulating value addition process
changes
Table 1: comparison between different division of needs of training (source: own)

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These needs and criteria are identified by first hand investigation in the Morrison
organizational context. So, by analyzing these needs for training, skill development project
will be selected for the Morrison.

2.2 ASSESS THE ADVANTAGES AND DISADVANTAGES OF CURRENT

TRAINING METHODS USED IN THE ORGANIZATION

Currently in the training and development cases of Morrison, some methods are taken which
is not concisely and thoroughly responsive to the current demands and market expectation.
So, in the development of skills for the current and future employees some effective changes
should be taken to meets the identified needs for Human resource development. So, first the
advantages and dis-advantages of the current methods of Morrison, would be identified in
following.

Current Advantages Dis-advantages

Training
methods
Role playing # take leadership approaches # doesnt play strategic role
# delegate individual performance and # in case of dynamism, role playing
role shows deficit.
# conduct motivational role to the # lack of motivation to take extra
objectives responsibility
Performance # every individual appraise their own # it is not suit with the dynamic
appraisal performance changes
# assess the role over the time # lack of proper tool in appraisal
# detect needs of development by auto- # shortage of standard with the
appraisal current demand
Induction #organizational values are presented # values actual meaning and
and communicated to the stakeholders implication doesnt communicated
properly to all ends of Morrison.
Discussion #Organizational management body # distance between several and
represents organizational goals and distinct division are shown in
values to employees. discussion.
#Discuss the problems for making solve # lack of interpersonal
communication are shown
Workshops # help to raise voice over problem # all parts or employees cant get

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 # help to show creative thinking same entry.
# employees shows lees interest to
actively participate
Performance #help to determined goal over # coaching staffs lack of knowledge
coaching determined performance and skills
# increase performance by encouraging #biased valuation and low quality
and detecting needs for improvement measurers
Table2: advantages and dis-advantages of different current training method (source:
own)

2.3 USE A SYSTEMATIC APPROACH TO PLAN TRAINING AND

DEVELOPMENT

After detecting advantages and dis-advantages of the current method of skills development
program and detecting the needs for better outputs from the training session, I am ordered by
the HR manager to develop a method for training and development. So, the project must be
interactive and responsive in nature by the current trends and needs of the organizational
context.

Training prototype: Training will be short range in the sense of number of people or
employees. Basically, a certain number of people will be called for taking the training for
their skill development. In the training, learner will get the opportunity to actively participate.
Basically, improve the emotional intelligence of the trainee are the main and core objectives
of this training will be took off. All the members of training session will participate in Q&A
session and share their instinct knowledge over any concern matters. Time framework and
training outcomes will be pre-defined and could be corrected by intervention of expert for
needs. Different real life organizational case study will be presented in related to the training
topics and all members will be called to solve these. In those cases, interactive process of
problem solving will be followed. Every training will be assessed by experts for multiple
times after correction to make all the members properly developed in the concerning skill.
By, training training outcomes will be acquired.

Training method of the training event: As the training will be group based. So, multiple
groups will be called on training session for conducting the training session properly.

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Basically their performance will be key criteria for measurement to keep them in the flow of
training programs. The problems scenarios will be detected first to make solved properly.
Experts will be provided precise support to make all the emerging and set problems be
solved. At last of the training program all members will be taken to the measurement section.
In that place, low performers will be took up in training process for gain to make
themeffective.

1 . p a rticip a n t jo in in gr oup disc ussio n

6 . com e up a ga in a fte r c orr ect io n 2. p ro ble m s id e ntifie d a nd re p re sente d to gro up

5. p e rfro m a nce m e as ued a nd co rre c te d by the tr a ine r 3 . se le ct and ide ntify w o rst p ro blem

4. p o ssible so lu tion a re ta ken b y e xp er ts a nd to p ma na gm ene t

Figure 2: cycle of learning methodology (source: Own)

By this process the training program will be conducted to get the needed target done. These
training will be conducted by the several division like management, operation and sales.

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 TASK-3

3.1 DOCUMENTED METHODOLOGY OF AN EVALUATION USING

SUITABLE TECHNIQUES

Training method must implemented by the regular evaluation for getting optimal benefit from
the development context. For getting precise evaluation result from the training program
some essential tasks must be executed and employed by the trainer and program managers.
As I am the HR consultant, so I give focus on objectives oriented or based training or
performance evaluation on that training event. These are happened by the comparison
between Morrison actual values and objectives and the coming outcomes from the training by
this evaluation. In the evaluation process, real and actual phenomenon will be reported and
recorded for measurement or evaluation. A strict schedule is maintained which monitors
performance by setting predefined indicators.

Evaluation methodology: in the evaluation method,five key stages will be kept for better
outcomes in evaluation result. Basically, evaluation will be like a flow of stages or processes.

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Figure 3: Flow of the skill development method (source: Own)

1. Key human skill development criteria are set at first. Specific quality and efficiency of
performance is also set by this process of flow at first.
2. The outcomes or results which are shown in project by the performers must be
measures properly and without any error.

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 3. Comparison between actual and predetermined output or result for understanding the
scope of improvement or satisfaction.
4. By finding the bug or mistake, debugging or correction steps must be taken to make
the training process thoroughly interactive.
5. Over the time of training outcome evaluation, expert observer will be recruited to
observe the progress or improvement of outcomes for performance evaluation.

Documentation processes of training: In the documentation process, both qualitative and

quantitative assessment is being used as the data are both in those kinds.

Management feedback:top management of Morrison must give and provide their

feedback over the performance appraisal or assessment of the evaluation. The
managers and leader will provide feedback on the basis of organizational values and
objectives. Basically, organizational motivation and key goals of training will be
reflected in the feedback. They also provide some suggestive feedback for more
improvement or development in their skills for better performances in future. Both
quality and numeric feedback will be counted by documentation given by the
management division.
Customer feedback:in the documentation process, customer expectation over the
employees or Morrison will be reflected in the customer feedbacks. Basically,
customer demand on particular service or product will be documented by this process.
Every single needs of customer over the Morrison to make them loyal and real
customer, these feedbacks will be analysed. Here, customer feedback analyst and
complaints section will be more resilient and interactive in evaluation.
Observation of employees:the management and analyst of the documentation project
must observe the behaviour and characteristics of the employees against set criteria
will be analysed. In the documentation this stage is so important as the employee is
the core part of this development project. So, their values and comment over the
training will be critically and properly evaluated. Employees suggestion and
recommendation for particular service or product development also must be
documented which will be qualitative and quantitative in nature.
Individual achievement:individuals in the group of the training will be considered as
important and key stakeholder of the documentation project. Any stakeholder both
from internal and external and their achievement will recorded on the documentation.
Basically internal employee will be motivated more for this recognition process.a they
will be became recognized by the Morrison in the documentation.

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Documents of the evaluation: in the evaluation process some particular documents are used to
evaluate the training project properly. The documents which is used in the evaluation process
are-

Line for taking services of customer:the employees who are responsible to control
the line or stake of customer in taking the services are assesses in the documentation
understanding the capacity and capability of the responsible employees.

Complaint dealing: customersprovide comment, feedbacks and complaints in the

responsible team or section of employee. How did they solve or handle these
complaintproperly to make the customer as loyal as before will be evaluated in
documents.
Production effectiveness: manufacturing is the vital part of Morrison business. So,
how much productive and effective they were in their business are analysed and
documented in evaluation. In short, production data and performance evaluation
outcomes are protected and conserved in document.
Management facility: How much facilities are provided by the management end of
Morrison by the evaluation will be documented in final documentation of training
evaluation.
Trainee feedback:trainees who involve in the training session or as a leaner in the
skill development session must be taken under documentation of their information of
improvement by the training facilities will be documented.
Increment in sales:the increasing volume of sales will be documented by the
evaluation program. The amount or volume of sales afore and before the training for
employee will be documented.

3.2 ANALYSIS OF THE TRAINING EVENT

By the application of training method which was group performance based, it is shown that
overall evaluation of the success of the training is reasonable. By this training, some
particular points of improvement are seen. These improvement were detected in the needs
section of Morrison employee quality. Intensive care on the trainee and effective evaluation
process massively help to make the training project successful. Moreover, involvement of all
stakeholders in the documentation and their particular contribution helps the workforce to be
confident and more resilient. Employees treat in their achievement recognition help very
must to make self motivated to the Morrisons organizational objectives oriented. In the case

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of real life application of problem solving are also importantly used here. Customer
feedbacks and demands over the services and products also analysed here properly to make
the service more interactive and result oriented. So, analyzing outcomes of the training
facilities, it is said that overall evaluation of the training method is successful.

3.3 A REVIEW OF THE SUCCESS OF THE EVALUATION METHODS USED:

The training project become successful in nature for some particular result oriented
approaches and learning styles. Some particular area for which the training project become
successful are reviewed in the following section.

Here Morrison organizational objectives are reflected

All key stakeholders are documented under their specific roles andresponsibility
In this training, effective styles and theory are combined for better result
Here projected outcomes and actual outcomes also same in volume
Most important part of business, customers are involved here in services
Here, manager and top level experts was intensive relation till the end of project.
In the evaluation all the key stakeholders kept their roles effectively.

TASK-4

4.1 EXPLAIN THE ROLE OF GOVERNMENT IN TRAINING, DEVELOPMENT

AND LIFELONG LEARNING

Human and population is the resource of a state or country. Basically in the, democratic
government system, people is the main and core owner of the state. So, they must be got
training and development facilities from the government to become human resources and can
take part in the government another private service as skilled part. Basically, to be skilled in
the competitive and changing world, one must be proactive in lifelong learning nature. The
globalization just made the opportunity for the all people to play their role in their skilled
ways. As, all the people from the world become more globalised in nature of quality,
behaviour and skill. So, it is tough to sustain in the competition without taking lifelong
learning. Government especially in this context, UK government took a number of public
initiatives to make the people skilled and qualified for the country. A number of technical and
vocation institute provide cutting edge training to make the people as much as update

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demanding by the world. Government also provide scholarship program for higher studied
student and leaner for making them policy maker for future by their higher education. So, in
the sense of of quality and skilled manpower making, government role plays an important
and vital role. UK government spends 8% of GDP in education especially in technical
education. So, both public and private sector gets skilled manpower.

4.2 EXPLAIN HOW THE DEVELOPMENT OF THE COMPETENCY

MOVEMENT HAS IMPACTED ON THE PUBLIC AND PRIVATE SECTORS

Competency movement is the dynamic status of competency or skill of the employees of an

organization or the public of a country. Basically by the changing context in the world for
globalization and technological improvement, these competency movements are needed to
develop by the regular basis. Both public and private end can provide their important and key
role to make the concerning part of the people more responsive to the changing outlook and
demand. Sometimes the private firm arranges training or grooming program for the people by
te support of expert academia from the institute and university or technical education
institute. Basically a defined skills and quality are set to gain by these projects of competency
development. To meet certain goal or target, organization or the government set the planning
design and implement by the proper training academia of staff. Both ends become benefitted
by this trend in the training. Basically, people and employee of this training part become self
motivated to the organization and countrys overall goals. In their motivational, feature it is
said that they must be competent and skilled to sustain in the competition. By the developing
of competent people, private sectors get mostly improved and skilled people to work in the
diverse and changing working culture. Public sector also gets skilled people for conducting
the good governance and effective bureaucracy for better service than past. Most important
thing that technological adoption by the public and private sector are mostly happens by this
changing and developing competency. So, to say in short for the development needs of the
competency movement it can say that, for making vibrant and interactive with globalised
change in human resource management, these competency development training are
considered as most effective part. But both ends feel a lot of hurdles and scarcity for making
every problem be solved. So, expert team and tools are arranged make it optimally possible to
provide extra positive output. Morrison and other companies get benefit by this project
specially analysing customer feedback and complaint over any service or product. So, they

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design their training program by the demand from the market or customer ends for getting
optimal positive response.

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

Contemporary training initiative by UK government: UK government always gives the

preferences on the education and skill development reason. The education and technical
division of the UK government continually conduct research on cutting edge trends and
method of learning. Basically technological trends and changes are took place in the training
and development activities. A number of technical expert on technical and vocation education
set and rearrange the curriculum or program of training continually to make the update. The
education and training institution are doing their part of the responsibility to make the
training program interactive and mostly result oriented. Learning curve, Transformation of
knowledge throughout the country is major task taken by the government to give these
training facilities. Government exchanges their policy on education by the different world top
class institution to make it proactive and effective. These training initiatives basically are
demanded by the private companies and organization. The common people also expect these
facilities from the government as they give tax to government. So, theyexpect these training
facilities for their skill development and getting chances in the private form for job or
employment.

Contribution of this training on Morrison: Morrison is the fourth largest retail business
organization in the UK. So, in the concerning department of the UK education and training,
Morrison took place for development thinking. Basically in different times, Morrison
delegate team gives appropriate suggestion and recommendation better improvement. They
also provide their planning and designing for getting right people. In many time, they sponsor
tot particular public training program. government to satisfy these key stakeholder in the
country took a number of training event on sales, retail outlet management, ecommerce,
automation of operation in relation business, customer service improvement etc. types of
training to train people with productive and responsive ways.

CONCLUSION:

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Human resource without any question is the core and main resources of an organization or a
country. It can be say alternatively that, HR are the heart of vibrant condition of organization
and country. But, in this globalized world to sustain in the competition with the people, they
must be skilled and qualified for better responses. Government and private both arrange many
training and skill development project to make their employees or people vibrant and skilled.
We knew these approaches from the above context with large context. We have known the
implication training and skill development in the root of development aspect both in public
and private sector. We have known the effect of these programs in the Morrison operation and
management outlook. So, this report is the compact information source for the interested
group. This project work can help the people to make them conscious enough about current
trends and demand sin terms of skills level. Here also has some shortage, so for further
consideration these information must be helped.

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