Human Resource Development

Topics: Educational psychology, Kinesthetic learning, Auditory learning Pages: 28 (6473 words) Published: May 3, 2014
ACKNOWLEDGEMENT.
It is with great pleasure I'm extending my sincere gratitude to my teacher Miss. L Sooriyabandara for the excellent support & guidance given to me in fulfilling this project a success one. Finally I thank my parents, brother, sister, friends & all others who supported me in many ways with constant encouragement, faithfulness & guidance when completing the project.

EXECUTIVE SUMMARY
This assignment is done in order to determine the Human Resource Development of the organization and to identify the methods which can be used in the above process. First a proper questionnaire and evaluation sheets have been prepare in order to identify the learning styles of the employees. A comparison has been done in order to identify the similarities and the differences between the learning styles of the employees. The importance of the learning curve has been identified and the importance of transferring the learning to the organization is clearly defined in the report. The importance of the learning styles and theories is used in order to in order to identify the contribution to the planning and designing of a learning event. The training needs of the different levels at the organization have identified and the advantages and the disadvantages of the current traning and development methods are also included. A proper training and development program is designed by using the systematic approach in order to conduct a better training and development in the organization. A role play has been done in order to get the practical understanding about the training and development of an organization. Proper evaluation techniques have been used and the success of the evaluation has been reviewed in the report. The role f the UK government on training and development has been explained in order to get clear ideas about the UK government’s strategies in lifelong learning. The impact of the development of the competency movement for the public and private sectors has been identified and included to the report. The contribution of the contemporary training initiatives to the organizational development has explained in the report. Finally the valid conclusions and recommendations have been provided for the further improvements of the organization.

Table of Contents

1.0 INTRODUCTION
UK Mail is the leading independent parcel, mail and logistics services company within the UK and one of the main alternatives to Royal Mail for business mail requirements. UK Mail offers customers a full range of time-sensitive and secure delivery options for letters, packets, parcels and pallets. The Group is organized into four distinct divisions – Mail, Parcels, Pallets and Courier. Mail is the largest division in terms of revenue, with revenue of £181.8m in the year ended 31 March 2011, representing 46% of the Group total.

2.0 LEARNING STYLES OF EMPLOYEES
The identification of the learning styles of the employees are very important to a organization as well as to the training and development function of the organization in order to use effective methods to train and develop the employee skills and abilities. A proper training and development will cause to enhance the productivity as well as the effectiveness of the organization. When it’s come to the training and development of employees in the UK mail, identification of the learning styles of the employees is vital to the organization as it is a human related organization. A proper questionnaire has been used in order to identify the learning styles of the employees to design appropriate training and development programs. 2.1 COMPARISON THE EMPLOYEES LEARNING STYLES

Employee No: 01
Employee name: S. M Safnas
Learning style: Auditory

After the evaluation when it’s come to the employee no 01 who is Mr. S. M Safnas, the employee is related to the auditory learning styles where the employee is given most of the auditory answers. The above pie chart is uplifting the findings and it...

References: UK mail (online), (cited 04th of January 2013) available from http://www.ukmail.com/
12.0 BIBLIOGRAPHY
Management Chandrasekhar (online), (cited 15 July 2013) Available from
Brain Box (online), (cited 17 July 2013) Available from
Lsc (online), (cited 19th July 2013) available from http://www.lsc.gov.uk/
Businessballs (online), (cited 17th July 2013) available from http://www.businessballs.com/nvqs_national_vocational_qualifications.htm
UK NVQ (online), (cited 16th July 2013) available from http://www.uknvq.co.uk/
Investors in people (online), (cited 17th July 2013) available from http://www.investorsinpeople.com/
European commission (on line), (cited 15th July 2013) available from http://ec.europa.eu/europeaid/how/finance/dci/investing_en.htm
Train to gain (online), (cited 19th July 2013) available from http://www.traintogain.com.au/
Gov.uk (online), (cited 18th July 2013) available from http://www.gov.uk/find-business-training-courses
NAO (online), (cited 17th July 2013) available from http://www.nao.org.uk/report/train-to-gain-developing-the-skills-of-the-workforce/
Simply psychology (online), (cited 16th July 2013) available from http://www.simplypsychology.org/learning-kolb.html
Businessballs (online), (cited 17th July 2013) available from http://www.businessballs.com/kolblearningstyles.htm
Excelsior (online), (cited 15th July 2013) available from http://www.excelsior.edu/web/student-online-success-guide/learning-style-theories
13.0 APPENDICES
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