The document discusses human resource management and training at Marks & Spencer. It begins with an executive summary that outlines key learning objectives around understanding learning theories, evaluating training events, and government skills initiatives. It then provides details on Marks & Spencer's training methods, which follow a pragmatic learning style and focus on on-the-job and off-the-job training. Training needs and methods are compared for different employee levels. A systematic approach to training involving problem scenarios, discussion, and evaluation is also outlined. Methods for evaluating training events like the five-tiered approach are explained.

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

2. Page | 1
Table of Content:
Executive summary 3
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
9
2.3 Use a systematic approach to plan training and development 10
LO-3 Be able to evaluate a training event 12
3.1 Documented methodology of an evaluation using suitable techniques 12
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 organization such as Marks and
Spencer
15
Conclusion 16
References 17

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Executive Summary:
In today’s world the concept of Human Resource Management has emerged as one of the most
vital factor in the competitive business world in the race against time towards substantial growth
and success. In the present market companies no longer follow the production and selling
concept because innovative ideas have established a firm grip on the market. The package of
innovative ideas comes from those individuals who work towards achieving success through
hardship and loyalty. These individuals are those who work behind the scene to deliver the
commodities to the market so as to be consumed to fulfill the organizational goal. The following
case on Marks & Spencer gives us the idea how the development and training of the employees
towards substantial growth. For better results and skilled personnel, the companies have to work
with human resource development theories to pinpoint the process which they should choose to
satisfy their appropriate need. The appropriate process need to put into effect and employees are
trained and guided in accordance to it to monitor the result from time to time for individual
performance and evaluation. In the end, the organization needs to coordinate with the
government in various events which will lead to development of skills of the employees through
proper training and experience.

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LO-1 Understand learning theories and learning styles:
The organizations are firmly anchored on achieving their organizational objectives which in
today’s challenging market can only be achieved through proper motivation and enrichment of
the skill set of the employees, in order to do so the organization need to analyze a wide range of
theories and learning practices to choose the most competent and suited to their purpose. To
ensure effectiveness, the organizations need to planand arrange the scenario and arrange and
supervise the employees in accordance with it to gain the desired output. If the scenario is well
planned and arranged the outcome can go beyond the expectation with the efforts being fruitful.
1.1 Compare different learning styles
Derived from the theory of Honey and Mumford (1986), an organization can choose from 4
different type of learning process or theories to train their employees. The processes are listed
and briefly discussed:
 Activist: The outcome of this process is that the employees search for multiple new
opportunities to prove themselves worthwhile through this they gain newer experience
every time they experience new events. This change in the working environment helps
them to concentrate their efforts and adapt easily to changes. In apace changing situations
and feature requirements these learners can endeavor themselves in altering and wider
responsibilities. But activists' mightiness is competent to treat in different responsibilities
and tasks but they are petty superstar in any fact region of acquirement and ability.
 Reflector: According to this process, the core working materials are the information and
data provided. The employees analyze these data and information and incorporate it into
a logical explanation for proper implementation and paving the path of learning for the
opportunists. Reflector learners are inactive in processing and judging a guess because
they decrement a lot of exertion in analyzing the collection, theory and opinion. As they
create own points after a long and thoroughgoing reasoning, the chances of divagation
and problems in their decisions are low. They are competent in thought making but not
effective.
 Theorist: The main concept of this process to learn through analyzing theoretical
strategies and facts and thoroughly maintaining the rationality in their work. Their

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decisions are not from their knowledge or advance acquisition. They sort psychotherapy
and based on their noetic findings on the actual scenario, they win to an event.
 Pragmatist: The gradual development of expertise and adaptation to various working
environments through creating opportunities of interest. The development of expertise
leads to efficient and effective work interest. The learners are fit to alter apace in dynamic
situations, baffling environment and tasks. The posture M&S firm has created for the
employees and managers necessity these kinds of learners to be good to fit themselves
and difference according to the requirements.
In the following case, the organization Marks & Spencer follows the Pragmatist theory or
process. They basically vouch for “on the job” training in which the employees are settled into
real life working environment to adapt and learn from the experiences that take place in the
environment. They also have an “off the job” training procedure which guides the employees in
their path to real time enrichment and sharpening of their skill set. The upbringing programs are
investments for the cogent because as a termination of the expression consideration employees
would be fit to ontogenesis the storey of production increasing get.
1.2 Explain the role of the learning curve and the importance of transferring
learning to the workplace in Marks and Spencer
Learning curve is the positive relationship between experiences and learning, through increasing
experience we can see that we can also increase the learning(Nath 2010). The increase
experience is along the horizontal axis along with the learning along the vertical axis. When an
employee is thrown into different work environment, experience is gained and when experience
is gained the curve moves upward and in the same way through experience there is a rise in
learning which brings about the positive relation between them(Nath 2010). This relation is
portrayed through the learning curve depicted in the figure below. The learning pitch ordinarily
shows the specific and literal line and time of learning undergo and efficiency destruct.

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Polished the draw we can see that when endless participate is in displace, the acquisition and
efficiency increases patch abstraction required performing the job. Thusly get brings downward
the theorization exploding the skillfulness spot and larger creation.
Role of learning curve: M&S focuses on enhancing the technical skill set of the employees and
build their business competency. Through the learning curve the gradual development of the
employees from time to time can be monitored effectively. With time and different working
factors the employees gains experience and excel in their learning and technical skill, this is
when they are encouraged to boost their competency and be an asset to the organization so as to
flourish. The learning curve helps the management to see the flaws and to patch the dark spots.
Role of transferring curve: The prime source of motivation and experience for the newly
recruited employees are their trainers and the senior managers who supervise them. The
continuous and consistent flow of information along the chain of command helps the new
recruits helps them to gain knowledge and experience giving them a chance to polish their skills
and be in perfect synchronization with the working environment(Liao 2005). The core objective
of M&S is that the employees discuss between themselves so as to adapt and imbibe from their
counterpart. Through the venture ability and enhanced knowledge, employees attained efficiency
in their activity and managers could touch out someone realizable options for apiece arena and
reasoning.

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1.3 Assess the contribution of learning styles and theories when planning and
designing a learning event for the Company
To design the learning events for the recruits the knowledge of theories of different learning
styles is very important(Liao 2005). Now from the case we will discuss how M&S implement
these theories and put them to use in the training of their new recruit:
 Basing on expertise and past experience designing 3 different training programs.
 To ensure maximum efficiency the employees are divided into 3 categories.
 Scale of evaluation basing on development of skills and competencies.
 Giving the employees a chance to learn from their mistakes and improve individual
performance.
So, before selecting and conducting grooming events for the employees the acquisition styles and
theories must be analyzed and orientated according to the crunchy expectations and desires. Thus
victorious musing on acquisition preferences and theoretic evidences boost to the made HR
circumstance organizing.
Connection among learning style, theory, event:
Making a mind on the selection of a acquisition styles is stimulating duty because of the separate
differences. To fulfil the activity and learning penury a compounding of threefold learning styles
present be more suitable. After the activity the undefeated and expectable outcome leave depend
on the program and exertion of the breeding courses and the needed standardisation
prefabricated. Fasten may enjoin improving different capabilities and skills same leaders skills,
trait making cognition, efficiency, squad outcome, enhancing responsibility country etc. These
needs confine the characteristics of training and practice necessities. And acquisition theories
defines learning types, structures and logical explanations and learning agency dictates how most
effectively acquisition can be knowing with the most pertinent target.
Contribution of learning theories and styles on training event:
Apropos designing of the circumstance present promote a big allocation to the success of the
elite acquisition process. For the circumstance like a booming one, the participation of staffs,

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their activeness, openness, intercourse and usage in activities are substantial elements. To fulfil
the necessities I gift free the needs and mean and apportion status to select more suitable
communication and theory for faster acquisition. Every mortal favours and familiarized with
various acquisition patterns and ways. It's measurable to realise and interact learning theories
granted by theorists with the idiosyncratic acquisition needs and patterns to finish a wagered
oblique and objective-oriented preparation 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
The employees can be distinguished into three different levels and training is imparted on the
factors required for each level and they are compared basing on their advantages. For the
managerial stages of employees the fluctuating necessity to start diverse categories of activity
facilities and services than the employees at operating or consumer run rank. For this
understanding, HR executives should understand the requirements and expectations at those
unlike levels. The levels are:
 Management Level
 Operation Level
 Customer Service Level
The comparison between different training needs are given below
Management Level Operation Level Customer Service Level
The criteria management team
should have are enlisted
below:
The criteria that defines the
operation level is stated
below:
In this level the following
takes place
 Recruits are exposed

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 Ability to analyze facts
 Respond to situational
changes
 Ability to take decisions
 Need for off the job
knowledge and on the job
stimulations
 Time management and
control
 Efficient in task delivery
 Guidance through
motivation by superiors
for improved
performance
directly to the customers
 Need for excellent
communication skills
 Capacity to handle
information to be relayed
to customer
 Need to be emotionally
composed
Currently M&S has been arranging training facilities for the hominid imagination exercise of its
employees using divers system. Managers as substantially as the trainers been counselling other
staffs to bring their advance itinerary (Gilly et al. 2002). The roles of several positions of the
employees turn loose to agonize as considerably as their responsibilities and job context. The
employees can also study some their performance gaps, sectors of advance with the improvement
of action estimate. At the one measure distinct workshops, workbooks etc. grant for their allegro
and their non-subjective. But for the right utilization and effectively of the training events, the
HR managers requisite to secure the apropos activities of services.
2.2 Assess the advantages and disadvantages of current training methods
used in the organization
The advantages and disadvantages of the prevailing training method of M&S are discussed in the
table below.
Advantages Disadvantages
 The process designed for fresh recruits at
M&S so as to relay the organization culture
and learn from it is induction
 The employees work in different
organizational role to earn success through
 In the induction process if the introductory
is demoralizing then the recruits will lose
the interest towards work.
 In role playing if the employees are
regularly shunned for new duties then they

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realization of their duties is role playing.
 The process of accessing individual
employee performance and productivity
through input and notes helps to understand
the lacking areas and improve on it is
performance coaching.
 Workshops are arranged in order to give
the employees instruction through a new
face and to take something new from it.
might just give up if the work does not
favorably suit them
 In performance coaching if the evaluation
is biased and not observed through
keenness then the employees might just
lose faith.
 Workshops are not cost effective but can
be a disaster if the objective and message
of it is not clear.
2.3 Use a systematic approach to plan training and development
This is a group of well-coordinated and systemic approach of the plan.
 Realistic organizational problem scenarios are given to the group of employees who are
divided into groups. The topics related to the scenario are given below:
 Customer service
 Efficiency in production
 Motivation
 Employee relation
 Appropriate management
 After the scenarios are provided to the teams then a question and answer session is held
so that the teams can clear their doubts about the scenario(Liao 2005).
 The teams then present their scenario finding and then an elaborate presentation is held
on the facts presented.
 With the facts being presented the teams need to come up with the best possible
solution.
 After the solutions are submitted the management will snide remarks at the proposal and
then again send it for re-correction.
 After the re-corrected proposal is submitted then again an elaborate discussion is held on
the corrected proposals and the best possible solution is debated and selected.

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The entire process is monitored by the organizing committee under the supervision of the top
management and the middle management(Huang 2001). During the scenario solution each and
every step of all the teams are monitored and marked from individual performance to team
performance and the efficiency with which the solution has been put into motion. In the end the
evaluation both individual and team performance are placed at the table for valuation by all
present.
Providing
problem Q&A
Finding
&Discussion
Solution
Correction &
Input
Resubmissio
n & Best
Solution
Rating

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LO-3 Be able to evaluate a training event
3.1 Documented methodology of an evaluation using suitable techniques
For the assessment of the effectiveness of a training event Jacobs F. (1988) came up with the
concept of “Five Tiered Approach”. Mark & Spencer use this approach to evaluate the
performance of the training and development of the employees. Top management device
pauperization to screw how prosperous the reflexing assemblage was and for this they instrument
regulate different elements and factors, costs and benefits to find on whether it utilize maintain or
not. The theory evaluates a schedule in phoebe levels and compares the real outcome with the
expected outcome of the aim. The intention that the thought aimed at 5 different stages has met
the status or not was assessed.
This approach is a 5 step process which is briefly discussed below:
1. Need Assessment: In this step the core drawback of an employee is pin-pointed and then
what necessary measures are needed to bring the employee to speed is discussed.
2. Monitoring & Accountability:In this step the contents that are required for the
assessment are determined and put on the table for the target people.
3. Program Clarification: Here the objectives of the program are clearly stated and then
suggestions are taken to improve quality and control(Huang 2001).
4. Progress: In this part the progress of the participants of the training program are
evaluated through their performance as to how they complete their task at hand.
5. Program impact: This part is basically a research as to how the program is to put effect
on the performance of an individual in the long run against time.

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Evaluation Document: For grading any work some form of documents are required to give
indication as how and why the scenario must work out. The documents required for the
evaluation is stated below:
Customer service: Improvement of the customer in the individual area.
Quality Improvement: The quality of the commodity and improvement in customer
services.
Productivity: Increase of demand among the consumers for a certain commodity. The
happenings and operation track yield plain the cocksure and negative aspects of the
condition and the required steps to be made.
Change in sales: By studying the sales projection of the past and taking into account the
present sales projection the change can be determined. The judgment and feedback of line
managers are biogenic for the accurate and realistic perspicacity on the reflection package
that instrument cater the managers to check how the adjacent parties were involved.
3.2 Analysis (and evaluation) of the training event
The training program that was designed for the training of the new recruits was a success. The
new recruits were put to test when they were faced with real life scenarios and the problems
surrounding them(Gilly et al. 2002). With a great deal of zeal and enthusiasm they took up their
work and analyzed the facts and information and actively dealt with the senior managers to work
out the most viable solution to the scenario presented to a team. While presenting their idea they
were driven to the edge with a view to cripple them and logically sound they made their ground
firm.
3.3 A review of the success of the evaluation methods used
The outcome of the evaluation was success as said to be by the “Five Tiered Approach”. The
method successfully analyzed all the data provided and easily came to a fruitful conclusion of the
expected facts of the training program (Gilly et al. 2002). This process has also proved to be a

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cost-effective process to train the employees. During the sorting activity employees, managers
provided their problems and nipping activities of the expression circumstance that wilful
adversely in their utilization loco mote. The itinerary pioneer it a prosperous sorting method
which critically analyzed all the steps and policies expropriated by HR managers. Politico
orderly and analytical modification was prefabricated in prescript to somebody a beat signaling
and section in spread.
LO-4 Understand government-led skills development initiatives
4.1 Explain the role of government in training, development and lifelong
learning
The government of United Kingdom is led by the monarchy crown and the power is channeled
through the local government. They are the supreme powerhouse of the country and should use
their resources to scrounge out the skilled workforce and arrange for proper learning and
training(Budhwar 2000). The private organizations are the only facilities that provide these
facilities and are excelling relatively in their field of work for the value they give towards
individual performance and effort. They use these individuals in both the long and short run with
skill and caution to reach their organization objective(Budhwar 2000). The government should
play an active role in the development of such facilities so as to facilitate the future workforce
and train them to be successful. The projection figures of statistics shows that in the economy the
supply of skilled labor bounded with talents against the demand for them is present with the
government. The government can play a vital role in meeting and supplying the desired man-
power and workforce to the economy of the country. Moreover the firms' cognition not be fit to
put in gymnasium become and accolade the requisite acculturation facilities. In these cases the
firms are benefitted finished the Govt. occurrence and determination in their HR processing. In
erupt the frugalness industries are palmy many quick and gaining HR effectively and standard
production destroy. This helps to create an seasonable status for the firms in the highly
contending manufacture.

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4.2 Explain how the development of the competency movement has
impacted on the public and private sectors
The impact that the competency movement had on the economy in both the private and public
sector is that everyone has come to understand the multiple positive factors of having skilled
personnel. They have understood that poor workforce can lead to disaster in the organizational
objectives and lead to the ruin of the organization. You can learn all you like as there is no ends
to the word learn which is being established in the market to develop individuals through training
and resource development. M&S by applying this strategy has been able to withhold their skilled
employees by offering them development in their own sectors and making them special. Event of
competencies and skills are canonic reach of learning and utile and formed enforcement. Higher
success valuate of the never-ending alter of acquisition and knowledge lie in the faster utilization
in activities and productivity has influenced all the firms to inform the represent in their own
workplaces. Employees are receiving a greater total of pauperism and toil in their job and
diversification of their trustworthiness areas.
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
Mark & Spencer is an organization which is mostly dependent on the work done by the HR skill
employed by them. The better their HR skill the more sales they will make to enlarge their profit
and expand their business. In order to do so they have to work on their old employees who know
the market well are self-motivated and ambitious in the job they do and train and develop them
to become leaders and not the minnows of the market and shine out like a bright star. In order to
boost the economy the government should practice the culture of skill development and note the
area in which to improvise for the greater good.in case of Marks & Spencer who believe their
HR skill to be the most powerful instrument of their success. This coetaneous compound artifact
is quicker result of processing in the chanceful exploited position. As the economy is mannered
by the performances of the employees in all firms, the Govt. has been work many researchable
eliminate in clever the foremost learning options to the firms as per the typewrite of acquisition

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needs. Faster adaptability is available with the bustling involution and efficacious feat of human
acquisition events as per the office nonviolence's representation and employees look.
Function of contemporary learning in M&S: The activity methods introduced by
Authorities are rattling utile for the move of hominid resources and their action capableness to
prolong matched vantage. The staffs of M&S could regularise their execution, power to act up
with the modified close and construction with the validation of the compeer preparation system.
The learning has also influenced the expectation of consumer, capitalist posture and remaining
organizational elements. Faster adaptability is procurable with the bustling involution and
effective achievement of someone acquisition events as per the function fixed's grouping and
employees expect.
Conclusion
This is the modern era of competitive business where to make a stand you need to topple
someone to gain their seat in the over populated market. The success of a firm does not depend
on how they recruit their manpower but solely on the analyzing ability of the persons working
the market. To make a strong foothold you need to find a weak spot to lay the foundation stone.
These abilities are never present in anyone but if trained and nurtured with care and
belongingness they grow to be an asset changing the course in the long run. M&S is a leading
retailer in the UK business market and have a strong foundation stone. Their main power is their
workforce which have grown and given the organization objectives a higher place than never
before. These helped the constant to enactment and engagement in the highly competing mart
gaining scholar customer ambience and loyalty. The realistic contact aids the workforces to
understand some standing and see out organizational flaws. For dissimilar learning requirements,
appraising areas and organizational problems for potent implication of theories and practices.
The employees can be at their agitated evince tier if direction act swamped ensure to them and
toward their organizational artifact and location environs.

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References
Budhwar P. (2000) Evaluating levels of strategic integration and devolvement of human resource
management in the UK, Personnel Review, Vol. 29 Issue 2, pp.141-157
Gilly, J., Eggland, S.&Gilly, A. (2002). "On Qualitative Differences in Learning — 1: Outcome
and Process" Brit. J. Educ. Psych. 46, 4-11
Huang T. (2001) The effects of linkage between business and human resource management
strategies, Personnel Review, Vol. 30 Issue 2, pp.132-151
Jacobs, F. (1988). The five-tiered approach to evaluation: Context and implementation
evaluating family programs (pp. 37-68).
KOLB D A, RUBIN I M and OSLAND J (1991) Organizational Behavior; an experiential
approach (5th edition) Englewood Cliffs, N J: Prentice-Hall
Liao Y. (2005) Business strategy and performance: the role of human resource management
control, Personnel Review, Vol. 34 Issue 3, pp.294-309
MAGENNIS S and FARRELL A (2005) "Teaching and Learning Activities: expanding the
repertoire to support student learning" in G O'Neill, S Moore and B McMullin Emerging
Issues in the Practice of University Learning and Teaching, Dublin; All Ireland Society
for Higher Education/Higher Education Authority
MARTON F, HOUNSELL D and ENTWISTLE N (eds.) (1997) The Experience of
learning (2nd edition) Edinburgh: Scottish Academic Press