1. Assignment on Human Resource Management of
Marks and Spencer
Submitted By:

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
6
LO-2 Explain the role of the learning curve and the importance of transferring
learning to the workplace in Marks and Spencer
7
2.1 Compare the training needs for staff at different levels in Marks and Spencer 7
2.2 Assess the advantages and disadvantages of current training methods used in
the organisation
8
2.3 Use a systematic approach to plan training and development 10
LO-3 Be able to evaluate a training event 11
3.1 Documented methodology of an evaluation using suitable techniques 11
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 14
4.1 Explain the role of government in training, development and lifelong learning 14
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 organisation such as Marks and
Spencer
15
Conclusion 16
References 17

3. iii
EXECUTIVE SUMMARY:
With more than 65,000 workers Marks and Spencer is UK’s major multinational retail store.
They possess a reputation of being capable of successfully recruit and train personnel. Due to
emerging competitive challenges and difficulties M&S had to reform its structure, strategy
and value to keep one step ahead of competitors(Huang 2001). The staffs were encountered
by severe difficult situations with the quality improvement issue and involvement in new
responsibility. They got some windows of opportunities and to achieve that they had to
develop new skills and competencies. M&S focuses on training their staffs to enhance
performance andcapabilities. In house training programs are delivered while employees are in
their activity to find quality improvement, identify and construct future career path and adjust
to the structural changes. Off-the-job training that is held outside of the workplacehelps them
to get practical knowledge, appraisal and counselling. The flattened organizational structure
formed a wide scope of opportunity and accountability. More changes in training programs
can bring more progressiveoutcome in performance. I instigated a training event which would
help staffs in gaining individual learning and developing specific skills. UK Government has
been taking the responsibility and providing support tothe development of human resource
through training programs.

4. 4
LO-1 UNDERSTAND LEARNING THEORIES AND LEARNING
STYLESExecution of new strategies, objectives and values, has formed new atmosphere
and encounters(Huang 2001). The flattened structure led workers to involve themselves in
wide responsibility and challenge. This challenging situation forced M&S to conduct
modified training events for adjustment.
1.1 Compare different learning styles:
Different learning styles:Learning styles areof altered kinds appropriate for different
individual learning and capability. Honey & Mumford (1986) provided 4 learning styles-
pragmatist theorist, activist, and reflector.
Depending on the individual heterogeneity different learning styles are appropriate for
different participants. Here I will discuss the four (4) learning styles given by Honey &
Mumford.
Pragmatist: Pragmatic individuals learn practically, face challenges and grab prospects that
come. The point M&S forceful has shaped for the employees and managers requirement these
kinds of learners to be healthy to suit themselves and change according to the
requirements.They recognize potential challenges and reform their skills and performance to
fit in new responsibility.The learners are fit to adapt rapidly in altering situations, difficult
environs and tasks.
Activists: Learnersachieve new experiences through uninterrupted alteration in activities and
responsibilities(Gilly et al. 2002). They learn new experiences and knowledgeincessantly and
keep themselves in a never ending shifting position. But activists’ mightiness is competent to
operate in antithetic responsibilities and tasks but they are lower superstar in any fact region
of acquirement and competency.In apace changing conditions and have requirements these
learners can struggle themselves in altering and wider responsibilities.
Reflector: Reflector individuals are not the decision maker or opportunity seekers. They just
wait for the right moment, examine situations thoroughly and make own stance based on
rationalities. As they create own points after a lifelong and thoroughgoing thinking, the
chances of divagation and problems in their decisions are low. Reflector learners are delayed
in developing and judging a place because they drop a lot of exertion in analysing the data,
theory and verdict. They are efficient in judgement making but not efficacious.

5. 5
Theorists: This kind of individuals who judge and review theories, surroundings before
going for any conclusion(Liao 2005). They make investigation, analytical thought; taketime
on rational to bring effectiveness and perfection in their decision. Their decisions are not
from their have or early acquisition. They sort analysis and based on their rational findings on
the actual scenario, they arrive to an occurrence.
Learning style followed:M&S applies pragmatic, activist and theorist styles for their
staffs for adapting in the altered challenging atmosphere. Through the training events like
performance direction, role playing, the learners can learn practical understanding,
experience and develop skills. Other training programs held outdoor of firm activity like
workshops are arranged for achieving efficiency in performance and knowledge.Performance
appraisal assists the staffs in understanding the best career options and prospective role.The
upbringing programs are investments for the forceful because as a finish of the activity
circumstance personnel would be fit to growth the storey of production flared
get.Competency profile classifiesupgrading areas and performance gap from
expectation(Liao 2005).
1.2 Explain the role of the learning curve and the importance of transferring
learning to the workplace in Marks and Spencer:
Learning curve: It can be well-defined as the graphical presentation of development and
competence through experience in a series of time theexperience earned through repetitive
course of actions aid in emerging courage to lead, skills, recognize the context and choose the
career goal. It helps to attain and understand an adjusting and improving working
scenario(Nath 2010).Practical tools, assessment of performanceaid them to detect their
potentialities and construct feasible and rich career path.These new situation redesigned the
curve which is essential to be followed to improve technical ability and experiences. The
learning curve normally shows the specific and actual path and period of learning experience
and proficiency level. M&S set improved standards and principles that helped the workers to
successfully handle upcoming challenges.

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Finished the plot we can see that when incessant undertake is in advance, the learning and
efficiency increases while time required acting the job. Thus get brings downwards the
concept exploding the skilfulness point and larger formation.
Significance of knowledge transfer: The employees and managers share potentials,
beliefs and standard of developments.To achieve the targeted objective and upsurge value of
M & S performance and knowledge sharing iscrucial.To understandvariedchallenges and
reshape skills, workshop is a beneficial tool(Nath 2010). Through the gambler faculty and
enhanced knowledge, employees earned effectiveness in their operation and managers could
feel out someone realizable options for apiece arena and line.These distribution matters assist
the staffs to underline on career goal and bring proficiency in leadership.
Outcome of learning curve and transferred knowledge: Knowledge transfer
makes the workforces prepared for intense competitive pressure and progresses productivity
through communication and useful learning experience(Budhwar 2000). Employees can
foresee themselves in prospective role and employ it for creating more prospects for self-
development.Considering these factor learners could detect the gaps and requirements in
performance relating with the standard, create value for money and make effective decision
through the learning curve process.Through the knowledge transferral factors staffs can earn
the capabilities of effective production increasing the success and return on resources.
1.3 Assess the contribution of learning styles and theories when planning and
designing a learning event for the Company
Applying the learning theories and styles: Learning theories are
extraordinarilysupportive to successfully develop the human resource as required. But
individual heterogeneity and learning capacity forces the firm to instigate multiple learning

7. 7
styles to fulfil the training needs. Selection of learning styles depends also on the firm
objective and motive in the long run.Different learning styles dictate variant ways and scope
of learning and application in real life activities(Budhwar 2000). Thus triumphantrapt on
learning preferences and hypothetical indications promote to the made HR event
establishing.So, before selecting and conducting grooming events for the workforces the
acquisition styles and theories must be examined and orientated according to the firm
potentials and desires.
Connection among learning style, theory, event: Making a judgement on the
selection of a learning styles is challenging task because of the individual differences. Fasten
may enjoin improving distinguishable capabilities and skills similar leaders skills, firmness
making ability, efficiency, squad impact, enhancing responsibility country etc. After the
selection the successful and expected outcome will depend on the design and application of
the training courses and the essential adjustment made. To gratify the training and learning
need a combination of multiple learning styles will be more appropriate.And acquisition
theories defines learning types, structures and divinatory clarifications and learning tool
dictates how most effectively acquisition can be intentional with the most apropos targeted
objectives.These needs delimit the characteristics of training and usage requirements.
Contribution of learning theories and styles on training event:Suitable
designing of the event will contribute a big portion to the success of the selected learning
objective. To fulfil the necessities I will justify the needs and expectation and present status
to select more appropriate style and theory for faster learning.For the event being a successful
one, the participation of staffs, their activeness, openness, sharing and application in activities
are essential elements. It's important to understand and connect learning theories granted by
theorists with the idiosyncratic learning needs and patterns to implement a wagered
convergent and objective-oriented preparation artefact.Every person favours and familiarized
with several acquisition patterns and ways.

8. 8
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
Training requirements at different level:Workforces of M&S needs be established
with human resource and in this regard they should be provided with dissimilar training
programs. For the managerial level employees the firm need to introduce different categories
of training facilities and services than the employees at operational or customer service
level.The organizational atmosphere of M & S is also very positive to the employees so that
they become interested to participate in those programs for their organizational necessities.
For this reason HR executives must need to recognize the requirements and opportunities at
those different levels.
Management level Shopper level Operation level
#For developing skill-
Practical learning, for decision
making and leadership quality-
courage building.
#For improvement in
performance-review of
performance and identify
diversity of work.
#To provide practical
understanding- role playing.
#Workshop for queue
management and attend to
customers.
#Discussion about solving the
problem to service the
complaints and handle queries.
#Correcting performance to
bring efficiency and add value.
#Expert advice to improve
performance.
2.2 Assess the advantages and disadvantages of current training methods used
in the organisation

9. 9
Analysingpresent training method: PresentlyM&S has been arranging
training facilities for the human resource development of its employees using different
structure. Managers as well as the trainershave been counselling different staffs to help the
workforces to create their career path(Gilly et al. 2002). The employees can also learn about
their performance gaps, sectors of improvement with the help of performance appraisal. At
the same time different workshops, workbooks etc. training events facilitate the workers to be
more efficient and effective.The roles of several positions of the employees become easy to
recognize as well as their responsibilities and job context. But for the proper utilization and
effectiveness of the training events, the HR managers need to ensure the suitable
implementation and activities of services.The management always see for punter and
improved learning tools for their workforces that would be more allot for their fast and their
non-subjective.
Advantage & Disadvantage of current training methods:
Training
methods:
Advantage Disadvantage
Performance
appraisal
Recognize improvements and gaps in
performance.
Bring out efficiency in performance.
Disappointment may arise among
those who could not improve their
performance.
Role playing Help to realize job context and
responsibility of different job.
Enhance the quality of team leadership
and adaptability.
Some may be not interested to take
extra responsibility and in this case
it can create negative impact.
Discussion Knowing organizational values and
goals from managers may help the
employees to set their career goal.
Wrong selection of career goal may
occur if there is information gap.
Induction Management explains about the targets,
values and expectations of the firm.
Frustration may bring among the
employees if the clarity of the
introduction is poor.
Workshops Workshop helps to raise practical
experience and increase standard and
Very expensive and the outcome is
not certain.

10. 10
expertise.
Performance
coaching
Help to identify opportunities,
improvement of performance, and
increase courage for decision making.
Inefficient coaching may cause loss
of time and require more time for
improvement.
2.3 Use a systematic approach to plan training and development
Design of training and development of group training event:To achieve a better
outcome from the training events I have designed a new training strategy. There should be
different series of training programs at different level of their job so that they can be aware
about their increasing responsibilities in their job. There will be an assessment about the
reformulated process by the expert.Through this training procedure the employees may
achieve a favourable result to develop their career. These series of training programs should
always confirm the presence of the managers, experts and staffs of course. A sharing of their
experiences, challenges, knowledge, gaps and opportunities of their job should be there to
understand the lacking in the previous training programs. After deciding a solution they will
further promote the employees according to their enactment.These findings will help to
reformulate in their further training procedures.
Process of training event:The technique of the training event will be based on different
level of the job to introduce the employees with their new responsibilities and challenges.
These entire training programs should ensure the presence of manager, employees and expert.
The staffs and managers should share their knowledge, experiences, challenges they faced
and what was their expectation from this job and the gaps between their expectation and
experience. Through this process they will be able to find out the lacking of their previous
training programs and compare with the running program. Further they can reformulate their
training program with the help of expert and come to a solution point. Finally they should
arrange a session to promote the most active employees for higher job position.

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LO-3 Be able to evaluate a training event
3.1 Documented methodology of an evaluation using suitable techniques
Evaluation methodology: To assess the training event appropriate methodology is
needed to be selected. Top management instrument need to fuck how flourishing the activity
package was and for this they testament decide divers elements and factors, costs and benefits
to determine on whether it give sustain or not. The methodology that was used for the
training event focuses on the decision of whether to change the design and course of the event
or not to ensure a more operative and successful ending. The theory evaluates a schedule in
phoebe levels and compares the factual outcome with the expected outcome of the idea. The
determination that the thought aimed at 5 distinguishable stages has met the status or not was
evaluated. The methodology that was selected is a qualitative assessment system-
* Need assessment: At this very 1st
stage the requirement and significance of the training
program is judged. Thy correctness of the event selection is adjudged.
* Assess the progress: How the participants are creating progress as the training intended at.
The impact on their work activity is judged to see the improvement in course of time.
* Observe variation: If there’s any variation raised among the expected and actual output is
judged to categorize the critical points of the program.
trainigprogram at different level of the job
ensure the presence of managers, experts and employees
sharing knowledge, challenge, expectations, experiences
and gaps
findinglacking of the previous training program and
comparewith running programreformulatenew process and came out with solution

12. 12
* Transparency of service:Whether the message from the trainers and management is
successfully passed and understandable to the participants is evaluated to make any
adjustment needed.
* Necessary adjustment:After the evaluation of different sectors prioritize those critical
findings to make necessary adjustments. Need to make sure participants get full advantage
and support from the training event as per the organizational and individual requirement.
Process of documentation of the training:A combination of quantitative and
qualitative methodology was used for the documentation of the training program. The
procedure that was implemented for the documentation is as follows-
Feedback of line managers:Managers’ opinion on different aspects of activities
based on their observation on the change and improvement in actions of
employees.Their ruling and comment is essential for the exact and virtual finding on
the activity package that testament cater the managers to determine how the connected
parties were agonistic.
Customer feedback:Whether the client received apt service or not as the firm
expected and what changes were made in their behaviour were measured.
Knowledge test:Preparing a test on learning and knowledge provided during the
session through applied and written valuation.
Quantitative observation:Compute and observe the quantitative variations made in
profit, number of customer served per hour etc. is evaluated to find out the difference
Necessary
adjustment
Transpare
ncy of
service
Observe
variation
Assess the
progress
Need
assessment

13. 13
between before the event and after the event.The happenings and involution take give
direct the confident and antagonistic aspects of the circumstance and the required
steps to be made.
Documents used for evaluation: The documents I used for the evaluation of the
consequence of the program are-
Reaction to queries:How effectively the employees handled complaints, queries
keeping a positive impression is judged by direct interaction and observation.
Waiting line efficiency: How faster queue line is managed and the idle time
minimized was judged.
Productivity:How much adeptness has been brought is judged through sales and
incurred cost calculation.
Management support:If the services, equipment, time facility, flexibility suggested
by the experts was provided successfully.
Response from trainee:How much clear the message was and whether it was
practicable or not was assessed.
3.2 Analysis (and evaluation) of the training event:
It was a successful effort from the viewpoint of both the managers and employees. Both the
parties shared their valuable knowledge, problems, findings and responsibilities. That sharing
helped managers to detect problem areas and sort out innovative and applicable ideas and
solutions to structural difficulties. Experts gave solutions and application of the learning in
real life working state for the effective outcome and involve more in training for further
development.The experts shared their vast knowledge and enriched the learning of the
participants.
3.3 A review of the success of the evaluation methods used:
For the justification of the events’ accomplishment the methodology used was useful one.
The method aided to successfully assess the lacking and finding of the program. During the
assessment procedure employees, managers provided their problems and sarcastic activities
of the activity event that deliberate adversely in their development walk. For the achievement

14. 14
and fulfilment of organizational expectation and further requirements and amendment in
training can be recognized through the evaluation technique.The direction found it a
prosperous assessment method which critically analysed all the steps and policies
expropriated by HR managers. Statesman coherent and analytical transmutation was
prefabricated in prescript to have a outstrip signalling and conclusion in action.
LO-4 Understand government-led skills development initiatives
4.1 Explain the role of government in training, development and lifelong
learning
As the importance developing workers has increased to a great height UK government has
put their emphasis here. The major private firms possess massive impact on the UK economy
and for that reason Govt. has been contributing to the performance development to create
more value against money which will ultimately facilitate the economy.Their support and
introduction of training facilities, highly benefits the firms with the reshaping of human
resourcesGovt. is now more worried about the specific improvement areas of the human
resources. Furthermore the firms’ power isn’t fit to put in become and decoration the
requisite breeding facilities. In these cases the firms are advanced through the Govt. wonder
and proof in their HR processing. They planned to create a self-motivated learning situation
for the personnel to make them grow steadily and constantly which will provide a stable
growth of the organization and the industry. In break the frugalness industries are flourishing
more quickly and gaining HR effectively and authoritative production level. This aids to
create an opportune circumstance for the firms in the highly competing industry.
4.2 Explain how the development of the competency movement has impacted
on the public and private sectors
UK govt. facilitates and share knowledge and skills with the public and private sectors as the
importance of competency and knowledge is growing rapidly. They have been making huge
efforts in the service quality improvement of private firms which gives an opportunity to
survive with a competitive advantage. They take customer objections; evaluate critical
phases, set benchmark and train personnel to achieve that standard in their services. ‘John
Lewis Partnership’ private retailer firm permits employee involvement in ownership and
strategic decision making. ‘Virgin Atlantic’ the giant airplane company in UK, doesn’t leave

15. 15
a single opportunity to satisfy customers and provide quality in every service areas. Most of
the private firms now provide a friendly relation with the employees to make them feel as
they are an important member of the organization family. Public corporations are also making
tremendous effort to improve the human resource due to the presence of competition. Higher
success valuate of the never-ending transmute of learning and ability front in the faster
utilisation in activities and productivity has influenced all the firms to inform the graph in
their own workplaces. Occurrence of competencies and skills are basic leave of learning and
utile and developed execution. Staffs are getting a greater amount of necessity and strength in
their engagement and diversification of their accountability areas.
4.3 Assess how contemporary training initiatives introduced by the UK
government contribute to human resources development for an organisation
such as Marks and Spencer
Assessment of current training programme: Contemporary learning procedure for
the development of staff of firms was inaugurated by the UK govt. For attaining a progressive
development against the competitive condition in the industry the training system was useful
and effective. Faster learning opportunities were delivered with the help of the practical
learning experience and learning curve. Qualitative learning facilities were inducted by the
Government depending on the present opportunities and future prospects of private and
public industries.As the economy is mannered by the performances of the employees in all
firms, the Govt. has been swing more researchable sweat in artful the foremost learning
options to the firms as per the typewrite of acquisition needs.This synchronous preparation
installation is quicker impact of development in the dangerous employed status.
Function of contemporary learning in M&S:The training methods introduced by
Government are very operative for the movement of human resources and their performance
capability to retain competitive advantage. The employees of M&S could standardize their
performance, ability to cope up with the altered surrounding and arrangement with the
support of the contemporary training system. The learning has also influenced the expectation
of customer, competitive position and other organizational elements.Faster adaptability is
gettable with the bustling involution and efficacious deed of peer acquirement events as per
the stead fast’s scheme and employees anticipation.

16. 16
Conclusion:
Marks and Sociologist is a directing retailer fluctuating possessing an intoxicated change on
the UK action. These facilitated the steadfast to decree and combat in the highly competing
mart gaining statesman customer spirit and loyalty. For dissimilar learning requirements,
appraising areas and organizational problems for operativeassociation of theories and
practices. The management work dissimilar facilities for a faster performance
accommodation of workers. The workforces can be at their unexcited show level if
management offer flooded resistant to them and toward their organizational plaything and
pass environs.The matey surround aids the workforces to understand much importance and
see out organizational faults.

17. 17
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