HRD Monika
Assignment ON
Unit 23 –Human Resources Development
Name of the Teacher: Mr Peter Emelone
Name of the Student: Monika sz
Student ID:
Table of Contents
Introduction 3
Task: 1 Understanding Learning Theories and Learning Styles 4
1.1 Comparing Different Learning Styles 4
1.2 Explain the Role of the Learning Curve and the Importance of Transferring Learning to the Workplace 9
1.3 Assessing the Contribution of Learning Styles and Theories when Planning and Designing a Learning Event 11
Task: 2 Gaining Ability to Plan and Design Training and Development 12
2.1 Comparing the Training Needs for Staff at Different Levels in an Organisation 12
2.2 Assessing the Advantages and Disadvantages of Training Methods Used in an Organisation 14
2.3 Using a Systematic Approach to Plan Training and Development for a Training Event 16
Task: 3 Gaining Ability to Evaluate a Training Event 17
3.1 Preparing an Evaluation Using Suitable Techniques 17
3.2 Carrying out an Evaluation of a Training Event 18
3.3 Reviewing the Success of the Methods Used in Evaluation 20
Task: 4 Understanding the Government-led Skills Development Initiatives 21
4.1 Explaining the Role of Government in Training, Development and Lifelong Learning 21
4.2 Explaining How the Development of the Competency Movement has impacted on the Public and Private Sectors 23
4.3 Assessing how Contemporary Training Initiatives Introduced by the UK Government Contribute to Human Resources Development for an Organisation. 24
Conclusion 25
References 26
Introduction
Human Resource Development (HRD) is the studies and practices designed solely to develop the quality of a person and make him competent for a given job (Academy of Human Resource Development, 1998). This is a vast subject and contains many conceptual and practical knowledge and findings. Training and development is a part of the overall HRD and palys an important role in the quality building of the employees.
In this brief assignment we are
Unit 23 –Human Resources Development
Name of the Teacher: Mr Peter Emelone
Name of the Student: Monika sz
Student ID:
Table of Contents
Introduction 3
Task: 1 Understanding Learning Theories and Learning Styles 4
1.1 Comparing Different Learning Styles 4
1.2 Explain the Role of the Learning Curve and the Importance of Transferring Learning to the Workplace 9
1.3 Assessing the Contribution of Learning Styles and Theories when Planning and Designing a Learning Event 11
Task: 2 Gaining Ability to Plan and Design Training and Development 12
2.1 Comparing the Training Needs for Staff at Different Levels in an Organisation 12
2.2 Assessing the Advantages and Disadvantages of Training Methods Used in an Organisation 14
2.3 Using a Systematic Approach to Plan Training and Development for a Training Event 16
Task: 3 Gaining Ability to Evaluate a Training Event 17
3.1 Preparing an Evaluation Using Suitable Techniques 17
3.2 Carrying out an Evaluation of a Training Event 18
3.3 Reviewing the Success of the Methods Used in Evaluation 20
Task: 4 Understanding the Government-led Skills Development Initiatives 21
4.1 Explaining the Role of Government in Training, Development and Lifelong Learning 21
4.2 Explaining How the Development of the Competency Movement has impacted on the Public and Private Sectors 23
4.3 Assessing how Contemporary Training Initiatives Introduced by the UK Government Contribute to Human Resources Development for an Organisation. 24
Conclusion 25
References 26
Introduction
Human Resource Development (HRD) is the studies and practices designed solely to develop the quality of a person and make him competent for a given job (Academy of Human Resource Development, 1998). This is a vast subject and contains many conceptual and practical knowledge and findings. Training and development is a part of the overall HRD and palys an important role in the quality building of the employees.
In this brief assignment we are
References: Academy of Human Resource Development. (1998). Human Resource Development International, 1(2), pp.253-253. Academy of Human Resource Development. (1999). Human Resource Development International, 2(4), pp.443-443. Bratton, J. and Gold, J. (2000). Human resource management. Mahwah, N.J.: Lawrence Erlbaum. DeCenzo, D. and Robbins, S. (1996). Human resource management. New York: Wiley. Dessler, G. (2000). Human resource management. Upper Saddle River, NJ: Prentice Hall. Garrick, J. (2002). Informal learning in the workplace. London: Routledge. Gilmore, S. and Williams, S. (2009). Human resource management. Oxford: Oxford University Press. Grieves, J. (2003). Strategic human resource development. London: Sage Publications. Index to Human Resource Development Review. (2006). Human Resource Development Review, 5(4), pp.506-508. INDEX to HUMAN RESOURCE DEVELOPMENT REVIEW. (2004). Human Resource Development Review, 3(4), pp.442-444. Joy-Matthews, J., Megginson, D. and Surtees, M. (2004). Human resource development. London: Kogan Page. Knowles, M., Holton, E. and Swanson, R. (2005). The adult learner. Amsterdam: Elsevier. Mankin, D. (2009). Human resource development. New York: Oxford University Press. Martin, J. (2009). Human resource management. Los Angeles: SAGE. Mathis, R. and Jackson, J. (2003). Human resource management. Mason, Ohio: Thomson/South-western. Megginson, D. (1993). Human resource development. London: K. Page. Milkovich, G., Boudreau, J., Milkovich, C. and Milkovich, G. (1991). Human resource management. Homewood, IL: Irwin. Mondy, R., Noe, R. and Gowan, M. (2005). Human resource management. Upper Saddle River, N.J.: Pearson Prentice Hall. Torrington, D., Hall, L. and Torrington, D. (1998). Human resource management. London: Prentice Hall Europe. Walton, J. (1999). Strategic human resource development. Harlow: Prentice Hall. Werner, J. and DeSimone, R. (2009). Human resource development. Mason OH: South-Western Cengage Learning.