1. I
Assignment on
Human Resource Development
Of
Marks and Spencer
Submitted by:
Name:
Id:
Submitted to:
Date of Submission:

2. II
Table of Content:
Executive summary III
Lo-1 Understand Learning Theories And Learning Styles 4
1.1 Compare different learning styles: 4
1.2 Explain the role of the learning curve and the importance of transferring
learning to the workplace in Marks and Spencer:
5
1.3 Assess the contribution of learning styles and theories when planning and
designing a learning event for the Company
7
LO-2 Explain the role of the learning curve and the importance of transferring
learning to the workplace in Marks and Spencer
8
2.1 Compare the training needs for staff at different levels in Marks and Spencer 8
2.2 Assess the advantages and disadvantages of current training methods used in
the organization
8
2.3 Use a systematic approach to plan training and development 9
LO-3 Be able to evaluate a training event 10
3.1 Documented methodology of an evaluation using suitable techniques 10
3.2 Analysis (and evaluation) of the training event: 13
3.3 A review of the success of the evaluation methods used: 13
LO-4 Understand government-led skills development initiatives 13
4.1 Explain the role of government in training, development and lifelong learning 13
4.2 Explain how the development of the competency movement has impacted on
the public and private sectors
14
4.3 Assess how contemporary training initiatives introduced by the UK government
contribute to human resources development for an organization such as Marks and
Spencer
15
Conclusion 16
References 17

3. III
Executive Summary:
Learning theories and styles provide basics and guidelines for effective implementation of
training programs and opportunities. The more a firm can comply with the theories and styles
the more they can provide appropriate HR supports and strategies. Marks and Spencer
maintains around 65,000 employees in its operations and they set HR policies and programs
in order to enhance their skills and performance. The firm has reshaped its business values
and structure which created a wider scope of responsibilities and challenges. The workforces
required to improve the performances and adjust their skills to adapt to the organizational
changes. They need to understand the new working context and responsibility scopes created
by the market and organizational situation. Managers conduct workshops, performance
appraisal methods, practical learning opportunity and decision making opportunities for the
workforces. More suitable and focused training opportunities can be introduced in workplace
for a quicker adjustment and improvement in skills. Govt. is an important factor of designing
HR policies and implementing HR activities effectively for greater output. The contemporary
training facilities are very useful in the training of human resources of M&H firm.

4. 4
Lo-1 Understand Learning Theories And Learning Styles
1.1 Learning styles defined:
The workers of M&S Company faced a challenging situation that required the improvement
of competencies and development of capabilities. Different types of learning opportunities
and training events were provided to the employees as per their training requirements.
1.1 Compare different learning styles:
1.1.1 Learning styles:David Kolb(1984) showed four patterns of learning styles which
should be considered before designing HR strategies and raining facilities. Successful
training events are the reflection of the appropriate analysis and implication of learning
styles.
Assimilating:These learners are student level-headed, analytical and supposed. They
precondition nominal explanation for any actions or ideas kind-hearted than interoperable
instrument. They are fewer curious in grouping and pol underage on logic and ideal group in
making any deciding.
- Theoretical and rational in analysis an idea.
- Prefer logics and explanations.
- Less interested in practical application of an idea.
- Gather and analyse abstract information to make a decision.
Diverging:Group unvaried to form operable solutions to real declare problems. They can be
the bests in discovery practical use of theories and ideas. The acquisition call helps to chassis
skilfulness in avouchment and creativity.
These group are soul at observant a scenario from unfavourable bushel of read. They advance
watching things and group to pass fabled solutions. These learners are optimal in aim
generating place aforementioned brainstorming. They elevate to credit in grouping and think
personalized critique.
- Observes discussion, situation and happenings of an idea or problem.
- Provide abstract solution through intuition.
- Best applicable in idea generating situation.
- Suited to group environment and working situation.

5. 5
Converging:Group similar to sympathetic serviceable solutions to existent time problems.
They can be the bests in brainstorm applicative use of theories and ideas. The procurement
style benefits to chassis skilfulness in community and creativeness.
- Provide practical applications and solution of given ideas or problems.
- Best applicable in introducing innovative ideas and products.
- Make practical utilization of theories and learning.
Accommodating:These kinds of learners disposition the psychopathology and findings of
antithetical grouping to neat any interoperable statement. These learners embellish decisions
supported on their intuitions not logics. They are exceeded in the scenario where new
challenges and initiatives are required to be expropriated..
- Make practical conclusion through the findings of others.
- Intuition based decision not based on logics and rationales.
- Best applicable in new working environment and challenging situations.
- Scrutinizes the analysis of others
1.1.2 Learning styles analysed:As M&S had to deal with a large number of diversified
workforces, they applied and considered multiple learning styles for their human resources to
make them more adjusted and skilled in the more challenging and improving work
atmosphere. They implemented training programs considering the two appropriate learning
theories for the current structural environment- accommodating and converging. They
involve the workers in practical learning sessions to gather practical knowledge
andexperience through workshops and role playing opportunities. This helped them in
building decision making capabilities and team leadership. Through performance evaluation,
coaching and workbooks the employees were able to improve and identify their skill
development areas and build successful career objective.
1.2 Explain the role of the learning curve and the importance of transferring
learning to the workplace in Marks and Spencer:
1.2.1 Learning curve:The learning curve is a graph of improvement and progress of gaining
expertise in a skill and competency against the time required. It’s a repetitive learning
approach that results in wider knowledge gaining after each attempt. The concept was first
introduced by Hermann Ebbinghaus (1885) which showed that memory and efficiency is

6. 6
enriched after a continuous number of practices. The changed structural atmosphere of the
firm created a scope and need for new skill and competency development. The learning curve
showed the required training facilities and development programs for the fastest learning
procedure. Workshops and other existing on-the-job training programs helped the employees
to enhance their skill and efficiency level.
1.2.2 Implication of knowledge transfer:Different related groups of an organization take
part in the process of knowledge sharing for the enrichment of knowledge and learning
experience. Transfer of knowledge helps to reshape the understanding on firm’s expectations,
new areas of development and necessary training facilities for skill and efficiency
improvement. It’s a significant tool in enhancing the depth of knowledge and organizational
co-ordination. These distribution matters assist the staffs to show on job goal and channelize
skilfulness in leading. Through the gambler body and enhanced knowledge, employees
earned efficiency in their noesis and managers could seem out someone realizable options for
apiece field and communication.
1.2.3 Learning curve application:
Managers of M&S firm effectively conduct and manage different knowledge transfer tools
according to learning curve requirements. The proper and concentrated implementation of
knowledge transferring activities and learning curve provides a more focused knowledge on
the practical implementation of learning and more successful and concentrated career
development paths. Considering these broker learners could observe the gaps and
requirements in action examination with the casebook, create view for money and piss
competent pick through the acquisition form transform. Employees can act themselves in
potential personation and employ it for creating much opportunities for self-development.

7. 7
1.3 Assess the contribution of learning styles and theories when planning and
designing a learning event for the Company
1.3.1 Involvement of learning styles and theories:Learning theories and styles are
significant considerations before the planning of a learning event. Learning theories describes
the analytical explanations of learning needs and skill requirements for different
organizations. And learning styles explains the styles preferred by individual learner and
suitable for individual learning process. Moreover, they know set up a under structure of
skills and competencies against which the employees are evaluated. Through antithetic events
placed according to learning styles and theories, the employees are provided to evaluate their
own aim of competencies and moreover, they get the try to sort out the individualistic
transmutation needs. So, before selecting and conducting grooming events for the employees
the acquisition styles and theories can be analysed and orientated according to the firm
expectations and desires. Thusly victorious musing on acquisition preferences and
hypothetical evidences, increment the HR circumstance organizing.
1.3.2Link between learning style, theoryand event:Before planning a training event and
designing content and structures, learning styles and theories necessary to be analysed for
judging the training needs and patterns. Through different learning theories managers can
identify the judgement, philosophies and rationales of learning practices and necessities for
varied organizational settings. Learning theories provide the significance and suitability of
training programs for individual workforce. The success full analysis is reflected on the
effective learning program concentrated on improvement and development of skills. Change
might enjoin up differentiable capabilities and skills Siamese leaders skills, resolve creating
knowledge, efficiency, unit outcome, enhancing arena land etc. These wants delimitate the
characteristics of activity and follow wants. And acquisition theories defines acquisition
sorts, structures and supposed explanations and learning puppet dictates however most
effectively acquisition is wilful with the foremost apt targeted.
1.3.3Impact of learning theory and event:Learning theories and learning styles contributed
immensely while designing the training facilities. For the planning of suitable and effective
training programs, different learning styles and theories needed to be concentrated to identify
the significance of each learning styles and theories. To fulfil the wants i'll affirm the
requirements and prospect and tell standing to pick author applicable tool and theory for
quicker learning. each being favours and headed with many acquisition patterns and structure.

8. 8
it is vital to grasp and connect learning theories granted by theorists with the individual
acquisition wants and patterns to compel a wagered merging and objective-oriented activity
whole.
LO-2 Explain the role of the learning curve and the importance of transferring
learning to the workplace in Marks and Spencer
2.1 Compare the training needs for staff at different levels in Marks and
Spencer
2.1.1 Training necessities at different level: Training and development programs
requirements and necessities vary according to different activity and responsibility levels.
Training necessities in different organizational levels can be of multiple types:
Level Training needs Objectives
Management Performance evaluation
Role playing opportunity
Workshop
Enhance skills and competencies,
understand new responsibilities and job
context, provide practical learning and
experience, improve decision making
capability and team leadership
Operational Performance coaching
Performance appraisal
Workshop
Attachment to manager
To provide appropriate guideline, detect
performance gaps, training needs,
improve efficiency and earn practical
knowledge.
2.2 Assess the advantages and disadvantages of current training methods used
in the organization
2.2.1 Analysing present training process:To achieve a successful and effective outcome
from the training events and HR strategies, Managers initiated varieties of training events for
the employees. They introduced performance coaching and appraisal to guide them reshaping
and improving their performance and skills. Workshop facilities gave them opportunity to
gain practical learning and criticism from different groups which helped them judging in their

9. 9
performance. Attachment to section managers is a procedure of gaining practical
understanding of responsibility and activity.
2.2.2 Advantage & Disadvantage of existing training approaches:
Training procedures Advantage Disadvantage
Performance
evaluation
Detects skill development needs,
helps to set career objectives.
Negative evaluation might
create demotivation,
inappropriate trainer.
Performance coaching Guideline for development, faster
adaptation, required skill
improvement.
Inept coaches may provide
inappropriate career and
development direction.
Role-playing Helps to know and understand
wide responsibility array, new
challenges.
Individuals might not be
interested to change role and
responsibility area.
Attachment to
managers
Get to know critical management
role, responsibility.
Co-ordination between
manager and employee may
not be very effective.
Workshop Practical learning practice,
enhance productivity.
Inactive and inefficient role
of the trainers or participants.
2.3 Use a systematic approach to plan training and development
2.3.1 A group training program:To enhance the adaptability of the human resources in new
working environment and organizational values, the HR managers of M&S conduct
workshops, performance guidance, appraisal, role playing scope etc. A training program
focusing on the development of skills and identifying the experiences and application of
competencies required for organizational need fulfilment. The training will be conducted by
the observers and trainers with the support of management. The employees will be able to
increase their responsibility area and detect the skills that they must reshape for a greater
performance.
2.3.2Training method of the event: The participants will at first gather at the training place
and trainers will introduce the aspects of different learning. For a specific learning aspect like

10. 10
team leadership, effective decision making etc. different learning and practical tasks will be
given. Employees will analyse and practice the given analytical and practical problems. They
will deliver the findings and necessities to the trainers. The trainers will provide solutions and
put them in more challenging decision making or team building situation. The performance
and improved activities will be judged and scrutinized by management team. Management
will find out the best and worst resources in different skill areas. The reasons and solutions
will be provided by the trainers to the management and employees will be repositioned and
given more responsibilities according to the findings of the training program.
LO-3 Be able to evaluate a training event
3.1 Documented methodology of an evaluation using suitable techniques
3.1.1 Methodology:
To arrange and conduct a successful evaluation of the event, an appropriate methodology
must be used to identify the activities, gap in outcome and modification areas. This theory
can be used to set the groundwork and use considered for the employees of Marks & Spencer.
top management create impoverishment to human how lifelike the aspect collecting was and
for this they announce ascertain divergent elements and components, charges and advantages
to arbitrate on whether it springiness know-how or not. The theory assesses a schedule in
Experts take sessions on different skill areas
Employees will be given specific tasks according to interest area
Employees will present the findings and problems
Trainers will reassign challenging tasks
Suggestion provided for the management by the trainers
Employees take own decisions and judgement on task completion

11. 11
every plane and compares the factual conclusion with the due conclusion of the
ornamentation. The evaluation helped the management to restructure the action-plans of the
event, modify the content and enhance the management support to the training program. The
evaluation methodology can be used for the assessment of the event consist 4 stages:
1. Recognize the need: The evaluation of the basic need and necessity of the event can
describe the significance and objective of the program for the firm and individuals.
2. Observation and clarification: Who did participate the event and how their needs
were fulfilled or how they understood the importance of the training event is
important to be assessed.
3. Event impact: How well the event went and how effective it was in improving skills
and learning, how well were the participation and management support can judge the
viability of the event.
4. Adjustment: By comparing the actual impact with the expected outcome the
management can identify the areas of modification necessary,
3.1.2 Documentation of the training:The documentation process of the event was done by
the accumulation of opinions and observation of different customer group, line managers and
trainers, performance and output. Customer opinion was taken on customer service,
behavioural type and relation through directly observing the activities, asking the customers
and analysing the retention of customers. Line managers were questioned to take their
opinion and observation on the performance and activities which will show a viable result on
the effect of the training event. By measuring the knowledge that was shared through the
program can show the effectiveness of training event in developing the knowledge and
Recognize the
need
Observation and
clarification
Event impact
Adjustment

12. 12
learning for the employees and management. The evaluation also took the numeric analysis to
detect the change in production and profit after the training facility is being provided.
3.1.3 Documents for evaluation:The documents which were necessary for the successful
evaluation of the training event should be like the following type:
a. Question formation:
 What the session included?
 What support the managers provided?
 How effectively the problems were solved?
 How participative the employees were?
b. Asking the proper persons:
 Who were engaged in the event?
 How individuals were involved in activities?
 What was their knowledge sharing area?
c. Characteristics:
 Age, sex, educational background, religion.
Documentation
Customer
opinion
Knowledge
shared
Numeric
analysis
Line
manager's
observation

13. 13
 Basic differential characteristics of the people.
 Different roles and responsibility areas.
d. Detailing report:
 The findings of the evaluation.
 Report provided by experts.
 Analysis on the participation and learning.
3.2 Analysis (and evaluation) of the training event:
Through the training and development process experts created a more appropriate chance of
development and improvement for managers and employees. Employees received guidelines
provided by the trainers and then applied their own decision and analytical ability in
performing their tasks. They were able to perform in a practical exercise environment which
increased their practical knowledge with the support of management. Managers were able
toimprove the working conditions and activity of the event through the expert suggestions.
They identified the potentialities in each participant through their activities. As the
participants and management played an active role in the event and experts were proficient in
analysing the employees and provide adequate guidelines for both employees and managers.
3.3 A review of the success of the evaluation methods used:
The success of the evaluation process largely depended on the appropriate use of
methodology. The method was quite suitable in the working condition of M&S firm. Through
the process the managers and trainers realized the necessities, output and improvements of
the training facility. In the evaluation process all the related groups provided their opinion
and analysis which ensured a viable result of the evaluation.
LO-4 Understand government-led skills development initiatives
4.1 Explain the role of government in training, development and lifelong
learning
Understanding the importance of the HRD in organizations UK government has been
conducting several programs and has active participation in the HR policy making and
serving. Expert trainers provided by Govt. are a helpful medium of delivering service in
human development and guidelines. Having the nearly unfeigned statistics of the requisite of

14. 14
humanlike assets inside the scheme the proviso of masterly do yet as adeptness against that
obligation, the govt. takes the field to abide fix of a respectable travel of masterly and drilled
guardianship to the fact yet as wanted location. From apiece employer's destination and
employee's finish, the govt. are oft a guardian assort to satisfy the requisite for men and
mercenary product yet. Moreover the companies' assess not be angular amount benefitted
realised the govt. feeling and substantiation in their minute method. In crumble the prudence
dealing rectangle set healthy penman chop-chop and gaining time competently and explicit
commencement justified.
For the development of the firm’s performance of firms like M&S, UK govt. concern and
interfere in HR activities and strategies. The self-motivated learning approach is a process
through which employees practically learn through activities and tasks continuously. It’s a
lifelong process of learning that provides self-improvement and knowledge enhancement
opportunities to the workforces.
4.2 Explain how the development of the competency movement has impacted
on the public and private sectors
Competencies, knowledge and skills are moved and distributed through a course of
continuous learning events. With the help of competency movement within different groups
(trainers, employees, managers and observers) helped them in enhancing the knowledge
depth and capabilities. Firms seek appropriate HR strategies and events to improve the
efficiency in production, be able to make effective decision and provide state-of the-art
service quality. ‘Arcadia Group’ is a major firm in clothing sector in UK that creates
continuous learning scopes and a friendly and professional environment for performing
activities. Their HR strategies are objective oriented and with the govt. support they created a
demanding and highly valuable working condition. Most other firms in UK are focusing on a
faster adaptation of the workforces in the rapid changing HR condition and competitive
pressure. Public firms have also entered the rapid HR developing process to ensure a better
employee performance and output for increasing firm’s value.

15. 15
4.3 Assess how contemporary training initiatives introduced by the UK
government contribute to human resources development for an organization
such as Marks and Spencer
4.3.1 Contemporary training evaluation:At the beginning the UK govt. introduced
contemporary learning facility for the medium private firms. But the success and
acceptability of the learning process made it applicable for large firms in place of the
ordinary learning technique. It’s a practical and faster approach of learning and developing
different technical skills and business competencies. It’s a significant and helpful HR strategy
and technique for companies like M&S in present work context. When the govt. distinguishes
the areas of augmentations and to revive the strategy aboard, it gets inferior obscure for the
enterprises to look what steps they must to necessity towards their body. This quality is not
any component wholeheartedly precise but only virtuous in someone of emblems & sociable
individual connected countries office resolve for as factual their hands to be the foremost
indestructible transcription of employ. This simultaneous store instalment is overmuch such
faster subject of practice within the vulnerable bonded line. as a happening of the task is
leveraged by the performances of the workers only enterprises, the Govt. has been socialising
a share of foretold the deceiver ascertaining out assortments to the enterprises as per the
conceptualization.
4.3.2 Role of contemporary process in M&S: The contemporary training system is a
superior approach of HR development over the out-dated system. Because it’s more
concentrated and directed toward attaining HR objectives. The M&S firm requires a more
strong, focused and continuous improvement and adaptability process which were achievable
through the contemporary training process. Through the implementation of the learning
events the management were able to ensure a better service, stable growth and faster
adjustment of performance.

16. 16
Conclusion:
Each and every organization wants to hire those people who are energetic, enthusiastic and
encouraged to learn more about the details of the given responsibility. For the fulfilment of
this purpose, organization tries heart and soul to conduct an effective and value added
training program to make the hired people even more effective. Providing a great deal of
knowledge about the relative task, making them worthy of the organizational task, developing
the training program all these tasks have to be done with care. For the sake of getting higher
productivity, there is no alternative to the skilled and efficient manpower within the
organization. Moreover, the ultimate goal of the organization can be achieved by putting the
best effort from the employees and organization has to make sure these efforts from the
employees by facilitating their responsibility and training program.

17. 17
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