People learn in different ways and the various ways that people learn represent their preferred learning styles. According to Honey and Mumford (1982) there are four learning styles such as activist, reflector, theorist and pragmatist. Fleming’s model (2001) postulates that there are three types of learning style; Visual, Auditory and Kinesthetic. Similarly there are various theories of learning. The main ones are behaviourism, cognitivism and constructivism. It is very important for managers to understand the above theories and learning styles in order to design effective training programmes for their employees.
(a) Compare the different learning styles.(Covers AC1.1)
(Guidance: In this section you have to discuss how far the learning styles are similar and different with reference to learners.)
(b) Explain the role of the learning curve and the importance of transfer learning to the workplace. (Covers AC1.2)
(Guidance: You have to explain effect of the learning curve and the importance of transferring that learning to the workplace.)
(c) Assess the contribution of different learning styles and theories on the planning and designing of a learning/training event. (Covers AC1.3)
(Guidance: you have to explain how the different learning styles influence managers in the in the design and planning of a learning/training event.)
To achieve M1, you will make effective judgements of the importance for managers to understand the importance of learning styles in designing and planning a learning/ training event.
To achieve M2, you will have used suitable techniques in the planning and designing of a learning/training event.
There are three main levels for the various functions in an organisation’s structure: the lower level (operational level), the middle management level and the senior management level. At different levels staffs have different training needs and require different knowledge, skills and competences to achieve the strategic goals of an organisation. At the operational level staffs need technical knowledge, skills and competences. At the middle management level staffs need knowledge, skills and competences in budgeting, planning organising and controlling and at senior management level staffs need knowledge, skills and competences in dealing with strategic issues. Some training methods are more appropriate and effective at one level than others. Moreover, to plan and to develop a cost effective training event for new employees require a systematic approach.
4
(a) Compare and discuss the training needs of staff at different levels of an organisation. (Covers AC2.1)
(b) Assess the advantages and disadvantages of training methods used in an organisation. (Covers AC2.2)
(c) Use a systematic approach to plan training and development for a training event for new employees in an organisation. (Covers AC2.3)
To achieve M3, your work must be in appropriate format with the use of correct terminology, academic theories and relevant examples of organisations you are familiar with.
To achieve D1, you will have used relevant academic theories, analysis, critical thinking and drawn logical conclusions about the strategic roles of training in an organisation of your choice.
In the design and planning of any training event managers need to consider how the effectiveness of the training will be evaluated and what techniques will be used. Observations, performance appraisal, interviews, survey questionnaire, peer observations are common techniques used in evaluation.
(a) Prepare an evaluation plan using suitable techniques you are planning for in AC2.3 (Covers AC3.1)
(Guidelines: In order to address this task satisfactorily, you should explain when the evaluation will take place; who will evaluate the training event, and so forth and explain at least two methods to evaluate the effectiveness of the training event.
(b) How to carry out an evaluation of the training event you have planned in AC2.3.
(Covers AC3.2)
(Guidance: In order to address this task, you need to evaluate the objectives, time frame, and the teaching/training methods of the training event.)
(C) Review the success of the evaluation methods used. (Covers AC3.3)
(Guidelines: In order to address this task, you need to review the strengths and weaknesses of the two methods of evaluation you mentioned in task AC3.1)
So as to support the growth, survival and competitiveness of UK firms the government has implemented several training and development initiatives with a strong focus on lifelong learning for continuous professional development of the labour force and the employability of people in the working age group. Some examples are : Industry Training organisations (ITOs), Investors in People (IiP), Business Links (BLs), Training and Local Enterprise Councils (TECs/LECS), National Vocational Qualifications (NVQs) and Modern Apprenticeships (MAs)
(a) Explain the role of government in training and development and the growing emphasis on lifelong learning. (Covers AC4.1)
(Guidance: you must undertake some research on the above organizations to understand the role of government in promoting training and development in the UK labour force)
(b) Explain how the development of the competency movement has impacted on the public and private sectors. (Covers AC4.2)
(Guidance: You have to explain how UK government initiatives have improved the performance of both the public and the private sectors. You must undertake some research work.)
(c) Assess how contemporary training initiatives introduced by the UK government contribute to human resources development of an organisation. (Covers AC4.3)
(Guidance: You must undertake some research work for this section. Make recommendations what other initiatives the UK government should take to face future challenges)
To achieve D2, you will have demonstrated an effective approach to independent research, theories and Harvard style of referencing. This applies to the whole assignment.
To achieve D3, you will have to show effective thinking to reflect your learning and development in the study of the module. You will also include some recommendations to reflect your effective thinking.
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