Human Resource Management:

Green and Company

Executive summery
In every organisation Human resource management plays a vital role as the employees are
responsible for the development of organisation. The assignment is developed on human
resource management where the HRM of Green and company has been described. The company
is family owned business provide quality shoes in the market. This has been facing problems
regarding employees and human resource management as a whole and thus decision makers of
this company has decided to revise the policies of human resource management and to recruit
employees outside the family members. The assignment covers the learning styles to be used by
this company to improve skills of the employees along with the evaluation technique to assess
improvement. In another part, there is plan for training program and a documented plan for this
company. The evaluation technique of the plan also described here along with the government
roles and contribution for employee training.

Table of Contents
Executive summery.........................................................................................................................2
Introduction......................................................................................................................................5
Task 1...............................................................................................................................................5
A.C 1.1 Compare different learning styles..................................................................................5
A.C Explain the role of the learning curve and the importance of transferring learning to the
workplace in Green and company...............................................................................................6
A.C the contribution of learning styles and theories when planning and designing a learning
event for the Company.................................................................................................................8
Task 2...............................................................................................................................................9
A.C 2.1 List and compare the training needs for staff at different levels in Green and company
.....................................................................................................................................................9
A.C 2.2 Assess the advantages and disadvantages of current training methods used in the
organization...............................................................................................................................10
A.C 2.3 Systematic approach to plan training and event for solving problems........................12
Task 3.............................................................................................................................................13
A.C 3.1 an evaluation of training program and suitable techniques used for evaluation..........13
A.C 3.2 evaluation of the effectiveness of training event..........................................................15
A.C 3.3 a review of the success of the evaluation methods used..............................................16
Task 4.............................................................................................................................................16
A.C 4.1

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

A.C 4.2

Explain how the development of the competency movement has impacted on the

public and private sectors..........................................................................................................17

3

A.C 4.3Assess how contemporary training initiatives introduced by the UK government

contribute to human resource development for an organization................................................18
Conclusion.....................................................................................................................................18
References......................................................................................................................................19

Introduction
Green and company is a family owned business where the managers and other employees have
been recruited from family members. Thus this has been facing some problems for the rising
market condition where the management has decided to change its current human resource
management policy. The company has been serving market with quality shoes in the market and
recently it has faced the problems of losing customers, wrong market and company decision by
the managers. It feels the necessity for recruiting employees outside families and introduce
training program to improve skills of both employees from family members and non-family
members. The assignment is developed describing several aspects of learning styles, evaluation
technique for employee improvement and some other approach for finding out problems and
solution.

Task 1
A.C 1.1 Compare different learning styles
To develop aptitude and learning of an individual, several learning styles and trend have been
using around the world introduced by various authors. There exist for types of learning styles and
these are briefly described here:
Pragmatist: This learning styles is so designed that encourages individual for grasping any
opportunity and facing threat ahead. This enables individuals to acquire new skills, capabilities
by which tone can stand against challenges and risks. They are so trained that they can assess
situation and adjust themselves with that to keep their performance best (Armstrong and
Armstrong, 2009). In green and company, employees are trained with these learning styles to
adjust with dynamic environment and situation.
Theorists: Through this styles, individuals are trained to earn the capabilities of using
knowledge, theories, logic and rational for facing challenges and taking decision. By using these
learning styles one can attain the abilities of using logic, theories, and knowledge while taking
vital decision for the organisation. In Green and company, employees are provided this training

to make them capable of using logic, knowledge, experience, thinking for making decision at
critical stage.
Activists: By practical experience, the learners of these styles make sense of modifying their
activities and duties where they never stop from acquiring new skills, abilities, actions etc. They
show eagerness of taking new responsibilities and challenges where they also apply innovation
capability for taking actions and performing responsibilities (Field and Ford, 2008).
Reflectors: The learners of this style are seemed to be lagged behind where they fare to take
changes. They dare not to face challenges and want to sustain in their existing position and
environment. In this context, they value others acceptance and preference for any changes. They
seemed stable in their position where they dont show eagerness for any changes, new
responsibilities, actions, new skills etc.
Learning style introduced: In Green and company, both pragmatic and theories learning styles
are followed to develop employees where this organisation want employees to accept changes,
new skills and thoughtful taking decision. Though these training styles, employees become able
to effective in taking decision and perform responsibilities along with adaptable to changes
around them (Isemonger and Sheppard, 2003).

A.C Explain the role of the learning curve and the

importance of transferring learning to the workplace
in Green and company
Learning curve: In every organisation learning curve is used to measure the development of
employees skills and changes. In this process, organisation follows the improvement of
employees ability in skills, decision making capability, experience, adaptability. The learning
environment is developed by employees and itself to provide them with new experience for
improving their skills and abilities where organisation try to arrange the situation of challenges,
risks, dynamic environment, and new skills etc. to make employees adjust with the changes and
gather ability (McLaughlin, 2006).

Figure 1 Learning curve

Source: Mabey and Iles, 2009

Significance of knowledge transfer: To wring out best performance from employees,
organisation should hold the facilities of sharing or transferring knowledge among them. In this
context, workshop can play a vital role for transferring practical knowledge and experience
(Lucas, 2006). And thus, Green and company should have that environment of transferring
knowledge by managers to employees.
Impact of learning curve& knowledge transfer: Through this process, organisation can
improve skills of its employees where managers or decision makers share their personal
experience and knowledge. In another context, employees can identify their position by using
learning curve and improve themselves according to that (Lucas, 2006). The knowledge transfer
help employees to develop their knowledge in taking decision, improving skills, accepting
changes, facing challenges etc.

A.C the contribution of learning styles and theories when

planning and designing a learning event for the
Company
Role of learning styles and theories: To improve performance and skills learning styles play
great role where learning styles vary in their effectiveness. In organisation, learning styles are
used based on necessities, employees need, character, ability, job etc. and using this one can
enhance ones performance and skills. Employees are set free to select their own styles among
selected styles of the organisation where they select their one by evaluating their needs,
characteristics and performance curve (Mabey and Iles, 2009)..
Relationship between learning style, theory, and event: There exists strong correlation among
learning styles, theory and event where the learning styles and theory are used to provide
learning and event is the platform of their effective application. The successful execution largely
is dependent on the effective selection of learning styles and theory. This helps organisation to
improve decision making skills, enhancing ability, adaptability of changes etc.
Contribution of the learning theory and style on event: As Green and company has
introduced new strategy, it needs to develop skills and performance of employees where the
effective selection of styles and theory can make this possible. To make the training program
successful, this organisation needs to define objectives clearly, ensure everyones participation
and improved performance (Nathan, 2006). In this context, to be effective I have to select
learning styles appropriately joining theory where an adjusting with this, learning event should
be chosen wisely. I will guide learning styles, theory and event in sequential manner to achieve
desired outcome in the objective of improving employees performance, skills and
responsibilities.

Task 2
A.C 2.1 List and compare the training needs for staff at
different levels in Green and company
As the employees are playing different role in Green and company, they need to get training at
different level and event. The requirement of training varies from employee to employee where
this company needs to fulfil individual needs of employees training. In this organisation, they
should facilitate with an environment that support employees training and help them to get
effective training from the organisation (McConnell, 2003). Its environment is so designed where
employees got training with enthusiasm. The different level of managers require different
training styles, skills to develop those skills needed by the organisation like line manager of
Green and company needs technical skills, craft skills etc. The needs of employees at different
levels are described below in tabular form:

Management level

Shopper level

Operation level

At this level managers need to The employees at this level The employees of this level
gather practical experience in should
decision

making

leadership.

be

trained

under should

be

efficient

in

and workshop where they will be performance and thus they

learnt about maintenance of should be availed with such
shop

and

management

customers.

of training (Mondy, Noe and

Gowan, 2005).

To

identify

improvement,

the

level

of To

maintain

customers Supervisor of the employees at

performance problem and provide them operational level should be

curve can be used where with

effective

solution, efficient to advise them about

managers should be trained for employees should be well performance.

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working in various field and trained.

diversity.
Managers have to maintain a They need to be developing Technical skills are mostly
large team of employees and with the skills of customers needed

at

this

level

of

he also need to take decision management, personal selling employees.

under several situation and and convincing power.
thus they should be provided
training of developing role
playing ability in diversity
(McConnell, 2003).

A.C 2.2 Assess the advantages and disadvantages of

current training methods used in the organization
Analysing current training method with advantages and disadvantages:
Every organisation tries to set training program differently and in a unique manner to make a
strong team for capturing large market share. Like other organisation, Green and company also
follows different training program for improving performance and skills of its employees team.
In this context, it sets training program keeping in mind the idea of improving employees
differently (Pashler et al., 2009). It has developed an environment of transferrin knowledge
where managers and decision makers share their experience and knowledge to enhance ideology
and knowledge power of employees along with to provide them practical examples of related
field. This organisation also appoints external coaches and counsellor to guide its employees in
systematic way. They suggest employees about the objectives, process of reaching their desired
career destination.

Training methods:

Advantage

Dis-advantage

Performance appraisal

Identifies improvement

Chance

of

mismatching
10

between

performance

and

standard result.
Role playing

Develop team leadership and Some

show

ignorance

of

make capable of identifying changing responsibilities.

job based responsibilities.
Discussion

Goals

and

shared

objectives

among

are Both participation are needed

employees if not this may occur fruitless.

where they can set their own.

Induction

Companys values, goals and Chance

of

hiding

real

cultures are described among scenario.

them.

Workshops

Managers and others share Employees attendance should

their practical experience.

be

focused

attendance

where

may

make

less
it

useless.
Performance coaching

This

leads

improve
abilities.

employees

their

skills

to Coach should be neutral where

and ineffective training may result
bad or loss.

A.C 2.3 Systematic approach to plan training and event

for solving problems
Here, I need to focus on the employees training to find problems and get its solution. For this
reason, I would apply a group discussion method where they will express their problems. In this
context, managers will be responsible for solving problems and guide them to make their
responsibilities easier. In addition, employees will express their bad experience and problems
faced while carrying out responsibilities to attain organisational goals. Managers will also help
them at performing responsibilities and lead them toward success (Reid, 2005). They will also be
11

responsible for observing progress after the proper solution given to them by arranging another
discussion program where new problems will be shared by employees for further solution.
In line with this, the discussion event will be organised to make employees able to share their
worse experience in front of managers and among themselves. They are to share problems
regarding practical problems scenario faced by them which are organisational goal based. The
managers will approach these problems to make solution by effective classification and
suggestion for correction. Here, after providing solution, managers are responsible for checking
the effectiveness of those solutions by observation and gathers information from employees
through discussion event (Sisson, 2001).

Figure 2 approach to plan training

Source: Thursfield, 2001

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Task 3
A.C 3.1 an evaluation of training program and suitable
techniques used for evaluation
The training program was arranged to recruit new employees and to introduce themselves the
company itself, objectives and requirement for the employees. The program was successful
regarding the objectives set to provide information among newly recruited employees along with
the training program (Thursfield, 2001).
The aim is to evaluate the training program where I want to use an evaluation program linking
with objectives. And thus the techniques for the evaluation are so developed to attain desired
outcome. The evaluation process is given below

Standard set: A benchmark should be developed to define the output of objectives and
thus I am to develop standard set.

Measure the actual output: The output will be measured based on the standard and

desired result linking with working behaviour.

Compare actual with expected: In this stage, organisation will evaluate the outcome

against desired outcome to focus on effectiveness of training program.

Correction required: Any necessary correction will be held midway for accelerating

training program.
Observe the progress: At this level, managers will be responsible for observing the
condition and improvement in the training program.

13

\
Figure 3 Evaluation technique

Source: Sisson, 2001

Process of documentation of the training: The documentation program for evaluating training
has been described below:

Management feedback: To assess the improvement of the training program, managers

feedback will be much effective. And thus, in this documentation program, managers
feedback will be collected for evaluating effectiveness of training program provided to

improve skills of employees.

Customer feedback: In this context, customers will be a strong source of identifying the
progress of employees improvement in the training program of Green and company.
Here, customers satisfaction level, their complaint ration will be used to evaluate progress

of training program.
Observation of employees: The main source will be employees improvement which
will be done by observing them. They will be knowledgeable about their progress in
training program where they can provide feedback about their condition in learning
period. Comparing with their previous condition, they can evaluate themselves whether

the improvement of skills is happened.

Individual achievement: At this level, employees will evaluate themselves about
improvement against their achievement of targeted goals.

14

Along with this, I will use some other techniques to evaluate the progress of training program
such as complaint handling, production level, trainee feedback, sales etc. Using these, the
improvement of employees at this organisation will be assessed.

A.C 3.2 evaluation of the effectiveness of training event

After arranging and managing, the event of training for improving employees skills where the
event seemed successful comparing to previous condition of them. The participants were
participated in the event eagerly for their dynamic changes. The mentors or managers were
successful in identifying the problems of employees where they provided effective solution with
practical scenario and explanation (Reid, 2005). In this process, managers were able to find out
problems engulfed with employees and their responsibilities. They developed innovative solution
for the problems to accelerate working of employees and to improve their performance.
Therefore, employees were successful in expressing their faced problems and the managers were
also being able to find out solution of those problems. Therefore, in Green and company, the
ongoing problems were solved effectively and the employees were trained well improve their
skills to be efficient in organisation for attaining goals.

A.C 3.3 a review of the success of the evaluation methods

used
In the overall process of training, some techniques were used to make it successful where these
were applied on the basis of actual and expected output. In this context, the effectiveness of these
techniques is to be evaluated by comparing achievement against expected outcome. Here, the
numerical results are to be used for finding out results of these techniques analysing cost and
benefit (Pritchard, 2005). The result of this analysis will identify whether further training is
needed or not. The whole training process was seemed successful in identifying problems,
classifying them and providing effective solution to those problems. The discussion program was
effective where employees felt comfortable to express their faced problems in front of managers
where they provided effective solution to them. The used training method seemed valued as the
employees of this organisation are improving their performance. They are also providing their
best in playing their respective role by carrying out responsibilities to attain organisational goals.
Customer complaints have been reduced and they are seemed satisfied with the service provided
15

by employees identified in a survey. The production level has also increased along with sales that
indicate improvement in employees skills. Therefore, it can be said from this review of the
improvement of employees skills and effectiveness of training method, the evaluation method
for employee development was successful (Marshall, O'Toole and Sargant, 2010).

Task 4
A.C 4.1

Explain

the

government

role

in

training,

development and lifelong learning

Government has a crucial role in the development of human resource for private and public
firms. UK government has taken initiatives to increase the skills and knowledge of employees
working in various public and private firms. Training is provided to employees by hiring experts
in the related field. Experts show how to do work more efficiently and effectively and introduce
some short cut techniques to accomplish the tasks (Mabey and Iles, 2009). They are a great
source of motivators and give inspiration to employees during stringent conditions. As the
company contribute a lot to the economy of UK, skill development and training is important to
increase the growth of economy because it will increase the efficiency and skills of employees
who will be able to make more items than that of before. To achieve the lifelong learning, the
Government encourages self-directed learning by the participants. It will help to achieve a
balanced growth in the long run and both the company and employees will be benefited.
Government can arrange some seminars and conferences to discuss about the importance of
training and development and some illustrate ways of self-managed learning (Lucas, 2006).
Government also started some professional training courses on personal development where
employees can enrol courses according to their wish. UK government has also made it
mandatory for employees to take some basic trainings regarding safety and security.

A.C 4.2

Explain how the development of the competency

movement has impacted on the public and private

sectors
The intense growth of knowledge and competency movement has led the public and private
firms in UK to develop and share knowledge and competency. In order to achieve competitive
16

advantage in the marketplace, firms are now investing more on developing employee skills and
knowledge through training and personal development program. They are also striving to
improve performance skill, adaptability, and service quality. Starbucks, one of the biggest
foodservice companies in UK, takes into account management training programs, reviews, and
customer complaints to improve the service programs performed by the employees. They have a
good reputation in the foodservice sector for maintaining high quality products with excellent
service and it is the result of constant training development programs initiated by the
Government and the company (Thursfield, 2001). In order to motivate workers to give their
highest effort, they established friendly working environment. Apart from this, firms in public
sector have also incorporated training and development programs to run their operation
smoothly. They are maintaining standards and targets to evaluate the performance of employees.
Quality control program is also introduced by some public sector firms to ensure consistent
output. It is now possible for the firms of both private and public sector to fulfil customer
requirements effectively within a short period of time that leads to customer satisfaction.
Customer satisfaction will lead to a loyal customer base and the company will be benefited in the
long run.

A.C

4.3Assess

how

contemporary

training

initiatives

introduced by the UK government contribute to human

resource development for an organization
In order to create stability and to improve the skills of employees, UK government has
introduced contemporary training initiatives for the public and private firms in UK. They
introduced practical training event from which the learners can learn the working process
practically. They also give training on how to do a particular task more effectively within a short
period of time that is necessary to achieve economies of scale. The government has also
introduced some vocational training programs based on companys objectives and industrial
factors. These programs are useful for both high and low level employees to know practical
aspects of work. Specification of the area of improvement and knowledge by the government
will help the company to take actions in the area being specified (Thursfield, 2001).

17

Contemporary training facilities initiated by the UK government have had a tremendous impact
on the improvement of expertise and skills of firms. Employees are now able to recognize the
companys requirements, organizational values, and culture. Understanding of working process
and environment is necessary to give best output and to reduce the risk of injury (Crawford and
Irving, 2013). Training provided on these areas reduced the level of risk as well as costs. Costs
must be curtailed in order to be competitive and it can be done by providing training and other
contemporary programs.

Conclusion
Assessing the problems faced by Green and company, it has decided to recruit employee from
non-family members and introduce new training program to them. By proving effective training
to newly recruited employees, this organisation will be able to retain its position and capture
more market share. The aim of the induction program is to introduce company, objectives and set
new policies in human resource management for developing a strong employment force. And
thus this company has set new training program to improve the skills of current employees along
with newly appointed employees. After introducing the training program it has to set techniques
for evaluating the effectiveness of those techniques. In addition, this organisation has also
maintained rules and regulation provided by the government to develop skills of employees and
make them competent for the company and country as a whole.

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