Delivery in day(s): 5
Diploma in Business
Unit Number and Title
Unit 18 Human Resource Development Assignment Nestle
Human research development is usually a study of developing the qualities and talent of an individual to develop them or prepare them for the position of the job. It is usually practiced by the human resource management team of the company. The study of human resource development involves huge conceptual and practical knowledge. This study will examine the different leadership styles and learning theories. The study will also demonstrate the role of learning curve and significance of transferring learning to the workplace. It will also outline the ways to develop a training program that Nestle has implemented. The report will also highlight the company training and development policy and will also examine how an accurate training program is important for the success of an organization.
The understanding capacity of both the genders is very different and that also differs in majority of the human beings. People react differently over a same situation and thus the mode of learning differs from one person to another (Bashir, 2009). In the current workplace situation around the world, training sessions and learning environment has become important for the success of the organization. It is now essential to provide training sessions for maintaining and developing the capabilities of the employees in the workplace.
Learning of anything can be term as having the concepts of information and knowledge, skills and behaviors and preferences. Learning deals with the three most important questions, i.e. what, how, and why (Bashir, 2009). Numerous experts have given their views regarding the learning styles. The comparison between two most famous leadership styles is provided below:
Kolb’s learning styles:
David Kolb proposed learning styles are termed as the most influential learning style. He stated that people usually follows four stage learning styles. This four stage learning stages are as follows:
Diverging learning style: This style is mentioned for those who have the style of observing anything rather than doing it immediately (Maurer and Gonon, 2014).
Assimilating learning styles: People with this styles love to follow the conceptual and logical knowledge. These people tend to focus on concepts rather than noticing the results it gave to the people.
Converging learning style: people with this leadership style have faiths in practical works and results.
Accommodating learning styles: individuals with this learning style follow their inner feelings.
Honey and Mumford’s Style:
Learning curve always has its impact during the total learning process as it portrays the track record of the performance of the leaders. Though it does not shows influences if it is not implemented in the workplace.
Role of Learning curve: Nestle learning curve is represented in the geographical representation. The graph portrays the increase and decrease in learning of the individual in accordance to his or her experience. Learning tool of the company has emerged as great technique in availing the impact of any training program. It is to find the abilities of the learners and also to find the resource recruitment planning.
Importance of learning curve:Learning curve is developed to arrange the learning sessions for the staffs. Organizations spend time and resourcesto train their staffs for gaining competitive advantage. Learning curve of Nestle helps in adding value to the corporation (Maurer and Gonon, 2014). Learning curve also helps in overcoming the challenges and proper utilization of funding.
The practical knowledge regarding the various learning styles as well as learning theories are quite more vital for various type of learning event framing as this much of a psychological job which is described in the following:
As per Case:
If the manager assumes like a learning event designer and executor, then firstly he have to consider regarding their originality. What type of learning they require as well as their recent portion of work and at the same time their capable further functions in their particular jobs should the first concerning point. After that the manager requires to understand how humans act as well as how their minds perform and at the same time the performance of past qualification they conducted. This will guide and support them to know the thinking of the learner. Then the manager should collect deep understanding regarding the learning styles and theories. And on the basis of the originalityand requirement of the learners they should frame a learning event. After this, the manager should arrange the performances, as well as materials, related to learning according to the learning which manager has selected.
In the given case in the above Mr. A, Mr. B, Mr. C, Mr. D has distinct backgrounds as well as distinct requirements of leanings. They may conduct distinct pas qualification and knowledge along with this may have distinct psychologies. Thus, if the manager has the excellent information and experience of the learning theories as well learning styles then the manager particularly will not be able to frame an efficient and successful learning event.
Training has been essential part of Nestle Company from the top level management to bottom level workers. Company provides continuous training to develop the abilities of its employees. The company has its operations of training for all level of employees.
Nestle develops its training method in the workplace according to its budget and market examination. Some of the methods used by Nestle are provided below:
Systematic approach of Nestle is prepared for its systematic stages that come one after another (Balakrishnan and Srividhya, 2007). Systematic approach of any company is mainly a rational approach that starts from finding the aim and objective of the organization and after certain stage it finishes the approach of the training program. The training event of Nestle is provided below:
There are various techniques of evaluation and success of training is the most important factor in accomplishing and fulfilling the goals of training. Evaluating the training programs simply describes the calculating the efficiency of the executed training program. There are several ways for evaluating the training programs(Balakrishnan and Srividhya, 2007).The main aim and goal of the evaluation are actually measuring that if the training was really effective for executing or not and at the same to measure that is the performance of the staffs developed and improved or not. For Nestle, it is quite essential for evaluating mainly two training programs executed. Due to this cause, the human resource manager of Nestle organization planned a strategy for evaluating the training. The human resource manager firstly verified the entire training session and then the manager collect date of the worker’s past functioning and performance along with this historical data.
After all these, the manager then planned to identify the workers for three weeks for assessing the development and the in the meantime the managerplanned to accumulate feedback through the players of the training program. For the accumulation of the feedback, the manager designed several questions and along with this planned to communicate with the workers respectively(Bashir, 2009). Then the human resource manager designed his group of evaluation as well as describes the plan to them briefly and the entire team ready to begin the processes of evaluation.
Evaluation of a training event is actually the practical stage which is adopted by the human resource team for the evaluation process. In this factor, the human resource team reflects the entire feedbacks in the following:
The government is the most important as well as the essential personality of the UK that helped and at the same time supported the Nestle Company effectively to a great extent. The Government of UK has the potentiality for doing much excellent and effective guidance than any other financial company or institution owned by the private company(Werner and DeSimone, 2006). As a role of supreme personality of UK, the authority has the most important role improving its subjects as well as it is spending well. The performance of UK government in training, development and lifelong learning is quite crucial and the main spending of the authorityis discussed in the followings:
Competency can be referred as the potentiality for achieving any provided job. This potentiality needs few other talents, experiences as well as qualifications that are the requirements to complete a job successfully(Horton, Hondeghem and Farnham, 2002). The conception of competency can be known through the sequences in the following:
The private sectors, as well as public sectors, are inspired with the help of competency undertaking. Previously, this competency knowledge was not hugely distributed(Mankin, 2009). Through the way of time, it becomes a matter of great discussion, as well as the quality of competencies, become a mutual conversation between the specialists. In the public sector, the competency of the public domestic becomes a subject of consideration. In order to maintain competitive advantages, the private sector acknowledges a maximum competency quality and because of this they provide lump sum income for the competent people(Mathis and Jackson, 2003).
The government and supreme figure of UK have various proposals and scheme regarding Human Resource Development(Morse, 2010). The institutions of government of UK that observe in this subject are given in the following:
The services delivered by the agencies to its own companies are given in the following:
From the above analysis it has been found that the main aim and goal of the evaluation is actually measuring that if the training was really effective for executing or not and at the same to measure that is the performance of the staffs developed and improved or not(Noe, 2007). For Nestle, it is quite essential for evaluating mainly two training programs executed. Due to this cause, the human resource manager of Nestle organization planned a strategy for evaluating the training. It has been also found that for the accumulation of the feedback, the manager designed several questions and along with this planned to communicate with the workers respectively. Then the human resource manager designed his group of evaluation as well as describes the plan to them briefly and the entire team ready to begin the processes of evaluation.
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