This document contains questions and tasks related to learning styles, training needs assessment, training evaluation, and the role of government in lifelong learning. It is organized into four tasks. Task 1 compares different learning styles and theories and assesses their contributions to planning learning events. Task 2 compares training needs for different levels within an organization and assesses training methods. Task 3 discusses evaluation techniques and processes. Task 4 explains the role of government in training, development, and lifelong learning to support employment.

1. Table of Contents
Introduction:......................................................................................................................................2
Task-1:...............................................................................................................................................2
Q 1.1 Compare different learning style (AC 1.1) ................................................................................2
Q 1.2 Explainedthenrole of the learningcurve andimportance of the transforminglearninginthe
workplace (AC 1.2)..........................................................................................................................3
Q 1.3 Assessthe contributionsof learningstyleandtheorieswhenplanninganddesigninglearning
event.(AC 1.3)................................................................................................................................4
Task-2:...............................................................................................................................................4
Q 2.1 Compare the training needfor the stuffsin different level of Marks and Spencer. (AC 2.1).........4
Q 2.2 Assessthe advantagesanddisadvantagesof trainingmethodsof usingMarksandSpencer.(AC
2.2) ................................................................................................................................................5
Q 2.3 Use systematicapproachestoplantraininganddevelopmentforatrainingeventforthe
selected organization(Q2.3)............................................................................................................6
Task-3................................................................................................................................................7
Q 3.1 Prepare an evaluation using suitable techniques. (AC 3.1) ........................................................7
Q 3.2 Carry out the evolution of training process. (AC 3.2).................................................................8
Q 3.3 Review the success of evaluation methods used (AC.3.3) .........................................................8
Task-4................................................................................................................................................9
Q 4.1 Explain the role of Government in training, development and lifelonglearning. (AC.4.1)............9
Q 4.2 Explainthe Impactof developmentinpublicandprivate sectorof the trainingprogram.(AC4.2)
....................................................................................................................................................10
Q 4.3 Explainthe contributionof the UKgovernmenttothe developmentof HRMto the organization.
(AC 4.3)........................................................................................................................................10
Conclusion:......................................................................................................................................10
References.......................................................................................................................................11

2. Introduction:
There is no end to learning. Some might argue that the learning stops at universities
and colleges. But, that is not true. Learning can happen even in work or during other
activities. Even still, it can be increased with the help of training. In this report, the main
focus is the learning process described by Marks and Spencer. The paper will also
discuss the ways to cope with difficult works with the help of training (Imbun, 2001).
Task-1:
Q 1.1 Compare different learning style (AC 1.1)
Different methods have different meaning behind them. But, every method aims for one
thing, that is to make sure that people understand the learnings and reminder them. The
main part is to retain the things they have learned. There are mainly two different style
of learning. Those areHoney and Munford model and Kolb’s model.
There are said to be difference between these two kinds of methods. But the main
difference comes from not the material, but the way the material is taught. So, the main
difference is the way of learning. It can be said that there are not much difference
between these two methods. But, the differences are very intricate into the system.
On the first step of the Honey and Munford model, the objective is gainingknowledge
through experience that is void of prejudice and completion of a task. On the other
hand, Kolb’s methods first step declares tangibleknowledge can be introduced with the
use of communication ability and present information.
On the second step, Honey and Mumford says to think before saying anything. The
main part is to give attention to where it is leading as well as waiting and making the
right choice. Kolb, on the other hand, says that recounting helps visualize what was
wrong and what can be learned from it. It shows through talking and pulling out the
reasons for the differences.
Honey and Mumford theorizes with logical conclusion and reasonable decisions on the
third level. But, Kolb theorizes the ideas from the practical work and assumptions on the
third level. It theories the circumstances for the action.
On the fourth phase, Honey and Mumford looks for the realistic method and innovative
thinking. Kolb’s model explains on how the participants can terminate and evaluate the
act.
Both of the method focus on behavior change so that the training lasts for a long period
of time. This shows that learning is a medium through which the people can understand
and practice in their real life (Zaffron, 2009).

3. Q 1.2 Explained then role of the learning curve and importance of the
transforming learning in the workplace (AC 1.2)
Learning curve shows the way a person is learning the material. In most cases, the
learning curve stays horizontal when people are not learning. The learning curve
become vertical when people starts to learn. But, the vertical line can fall or it can go
vertical on a very slow rate. Marks and Spencer has divided the learning curve into two
categories.
One is the standard curve. In this curve, the learning process is slow and the learner
learns only what he/she is though. They gain the objective but they only gain one
knowledge. The other one is stepped curve. In this curve, the learner learns not the
just the course material, but also other complementary things (Legge, 2004). The
learner learns numerous things in the same amount of time for the whole training. This
usual happens in case of job change or location changes for jobs.
Role:
The role of learning curve in transforming learning in the workplace are numerous.
 Guideline setting: Rules are set after analyzing the learning curve so that the
learner gets the best results. It is also to help the learnersto get to their goal.
 Reward system: Learning curve is the best way to know who is worthy of the
reward for the best performance in the learning agenda.
 Making decisions: Marks and Spencer has made numerous decisions after
extensive analysis of the different learning curve to make the best training plan.
 Performance appraisal: The performance appraisal becomes much easier with
a set standard on the learning curve.
 Implementing strategy: Marks and Spencer can understand when it will be
appropriate to implement strategy based on the learning curve of the learners.
Importance of informing the learning into the workplace:
Learning in the workplace if very different from learning in an institution. Marks and
Spencer has used this method to train workers according to their levels. It is much more
effective because they are learning both work specific things and other things that they
never knew.
 Creating good working relation with the senior workers
 Increasing the chances of achieving owns goal
 Creating a good wok process
 Helping in creating better communication
 Learning about work duties.

4. Q 1.3 Assess the contributions of learning style and theories when planning and
designing learning event. (AC 1.3)
The learning style and theories give the idea on how to proceed on the base level. Mark
and Spencer used the theories sand leaning style as a guideline to set up their program.
The contribution should also be made clear as it helps learner ore keen to learn.
(Phillips, 1983) The different style and theories are:
 The stories should have test on every stage, but not in such a way that the
learner are discouraged to learn.
 Learning should be done with interactive process rather than just learning
silently. The participant should be active and they should participate in asking
questions
 The instructors should have constructive learning session as well as different
leaning material. The inductor should also use criticism as a way of leaning.
 The goals and leaning objective should be place clearly and as specifically as
possible. The performance can be evaluated within the objective as benchmarks
(Zaffron, 2009).
All these theories are nothing if the learner cannot attain and keep them. The learner
has to learn and use that knowledge on their specific sector. They have to use the
knowledge and make the work better. The cleaner can only be seen as true learner if
they can apply their knowledge in the real life work sector. If not, it can be seen as
failure to convey the theories and style. The learner can also learn by imitating other
through their work.
Task-2:
Q 2.1 Compare the training need for the stuffs in different level of Marks and
Spencer. (AC 2.1)
Marks and Spencer use differentmethods in different segments of the training so that it
makes the training more useful.
Orientation training:
The retraining during the orientation session can be very helpful in guiding the
employees in the right direction. In most cases, training can help the people learn about
the authority and the policies of the organization.
Basic training:
The basic training are given on the start of a career. This training is for those that have
started their career in an organization not long ago.
Refresherstraining:

5. This kind of training is for certain situations or to make the worker knowledge about new
technology. This kind of training is for every level of the organization. The training can
make the worker more able to insert their knowledge to the organizations work (Aubrey,
2004).
On work training:
This kind of training is not very different from everyday work, as it is done through the
actual work. Thetraining can be done from observation, mimicry or communication.
Most organization use this to train small matters into the workforces mind.
Development training:
This kind of training is given to improve the learner into a new level. This kind of training
is mostly used for training or to make the workers more capable for certain situation. It
also helps employee specialize in certain skills.
Q 2.2 Assess the advantages and disadvantages of training methods of using
Marks and Spencer. (AC 2.2)
Marks and Spencer has been seen using mainly three training methods for either
training sessions (D. C. Martin, 1998).
 Marks and Spencer has been seen using on-the-job training quite often. In their
words, they think the workers have all the talents, it’s just that the talents need to
be refined and honed.
 They are also seen using off-the job-training on their training sessions. They
have provided the learning material on such way that employees can learn any
time they please without the hassle of training session. Intranet can be one way
of stocking the learning material
 Coaching is anotherone of their methods. Supervisor can coach can mentor the
people they have specified (Imbun, 2001).
There are some pros and cons to the learning regime set by Marks and Spencer. Its
pros and cons are:
Pros:
 The training can be very convenient for the worker as they can see and learn for
the actual work with the help of supervision (Galbraith, 2005).
 Through the training process, the trainer and learner can create a bond that can
last for a long time.
 The training is customized to fit the workers capacity. Through that, workers can
be moved from one occupation to another based on their skill.

6. Cons:
 Learner can make mistakes during the learning period and that can cause
problem with the customers.
 There can be conflict with work as the management has to maintain the
workforce as well as train them.
Q 2.3 Use systematic approaches to plan training and development for a training
event for the selected organization (Q2.3)
Marks and Spencer can use a systematic way in developing a train event with these
phases.
Identifying the training need and making a training plan:
The first course of action is to identify where there is need of training in the organization
(D. C. Martin, 1998). When the training need is identified, then the planning part can
start. The need for training can be assessed in the following ways:
1. Managerialinvestigation:
Managerial investigation identifies any problem relating to different parts of the
organization. The main parts that are investigated are
 In resource investigation, the organizations resource like money and person are
investigated. The employment rate and employee turnover rate shows f there is
internal problem in the resources.
 The ecological investigation. In this case, all the economic, technological and
social parts are investigated to understand if there is any problem.
 Business weather investigation shows what are the view points toward the
positions, strategies and management (Galbraith, 2005).
2. Function investigation:
The main part of this investigation is to understand if the workers are following the
instruction to maintain the work function. The worker will need training if they are failing
to maintain the functions. With proper information and authority, a plan can be made for
the training program that will concentrate on:
 Completing their jobs
 Learning job related techniques
 Evaluating different techniques for different occasions
 Courses that are mandatory for the workers

7. 3. Person analysis:
In this phrase, it needs to decide whether there will be training or not. The training can
be based on a previous one, or it can be changed if the worker are to poorlytrain to
understand their role in the business.
Implementing:
After the investigation has been made, a proper training program can be schedules. The
training program should be customized according to the need of the workers. After it
has been made, it can be changed to match the need of the workers (Imbun, 2001).
Task-3
Q 3.1 Prepare an evaluation using suitable techniques. (AC 3.1)
Marks and Spencer’srefreshers training can be used to make the worker more attune to
the techniques used with the current technology. They can be in tune with modern
technology and be well versed in different aspect of this technology. There are certain
documents that will be more than useful to implement this technique. Those are:
 Investigating alterations: refresher training is used to alter the outlook of the
learner to certain situation or technology. Marks and Spencer can use different
tools to help alteration and make it more meaningful.
 Documenting fundamentals:The documentation of the time and facilities
required by the learner can be very helpful in understanding the approximate
time for future training. The documentation also keeps track of every members
training.
 Asserting outcome: The current outcome can be measure to understand the
changes from the previous levels.
 Gathering remarks: After the training has been completed, Mark and Spencer
can gather remarks form the learners. Both the negative remark and positive
remark can help in changing the training session in the future (D. C. Martin,
1998).

8. Q 3.2 Carry out the evolution of training process. (AC 3.2)
Training is not only for the organization worker. It can also be for otherparticipant. But
the main part is to understand who needs the training the most. And that can be
understood after proper evaluation. This makes it possible to understand if there is any
need for more training (Zaffron, 2009).
Individual appraisal:
Individual appraisal is appraising a person’s capability to fulfill his/her job. In many
cases, people are placed in wrong jobs after a short evaluation. Individual appraisal
make it easier to understand which person needs train on which sector.
Managerial appraisal:
Managerial appraisalidentifies what kind of proficiency are need as well as where they
are needed. This appraisal is more intensive and it appraises the fundamental parts of
an organization. The appraisal also helps to identify the flaws and the trouble that are
faced by the management team. Not only that, it appraises the financial system,
demographic issues and technological issues.
Professional appraisal:
Professional appraisal is done to understand what kind of person is need what kind of
position in an organization. There might be people who are best suited for other
departments. Professional appraisal identifies the blockage and tries to remove the
inconsistency in the flow of work.
Q 3.3 Review the success of evaluation methods used (AC.3.3)
The success of the training program hosted by Marks and Spencer can be express from
two perspectives (Armstrong, 2006). Those are described below in details.
Business perspective:
The success and reward from business perspective are:
 The training can improvecustomer satisfaction and make the work environment
more secure and efficient (Zaffron, 2009).
 The new knowledge of the employees will eventually be used to get better deals
for the organization as well as getting sufficient employees for promotions.

9.  The training program can create a bond that will make the employees more
devoted to work for the welfare of the organization.
 Trained employees will make less mistakes, thus decreasing the amount of cost
for the organization.
Worker perspective:
The training will facilitate the worker in these ways:
 Training can help the worker get promotion much easier.
 Training can help the workers increase their knowledge about the organization
they are working in
 Training can help the workers in getting information about new knowledge and
technology (Hess, 2001).
 Training can help worker in acing more difficult task.
Task-4
Q 4.1 Explain the role of Government in training, development and lifelong
learning. (AC.4.1)
In the past, the need for training where only seen as extravagance activity. But now,
training has become a part of the society. Government has already made it possible for
people get basic education. But, the basic education cannot get anyone into a good
position. The basics education can neither make it possible for workers to be proficient
in their work (Aubrey, 2004).
As such, government has come forward with new programs. The people who are not
learned enough to maintain a job can learn from the courses provided by the
government. This way, the government not only educates, but also removes
unemployment.
The long term goal of government is to remove the barrier of experience condition and
make people more capable of sustaining a job for a long time. The government will
assist people to get a job to their best capability. And this is not only for young people.
This is also true for senior citizens of the country. They are also trained in basic
knowledge and skill to decrease unemployment rate (Stewart, 1994).

10. Q 4.2 Explain the Impact of development in public and private sector of the
training program. (AC 4.2)
Training has an impact on both public and private sector (Armstrong, 2006). The
impacts that are present after training are given bellow:
 Clienteles are more satisfied with the service
 There are less hazard and accidents after safety training
 Workers can build up their own clubs or associations
 Employees are more attune to time scheduling for work
 People become more ethical in behavior after training
Q 4.3 Explain the contribution of the UK government to the development of HRM
to the organization. (AC 4.3)
Recently. Government has started focusing on the development of the human
resources. In the recent year, government has been seen allocating given amount of
money to the development of human resources. Also, government has been investing in
training people with basic knowledge as well as technicalknowledge about work for free.
The government has also been training elderly in learning new skills without any
payment. The development program is also progressed with the help of monthly paper
release about human resourcedevelopment to the general public (Zaffron, 2009).
Conclusion:
Training is fundamental in our current working environment. For theimprovement of
human resources, there is no way around training. Training can be very fruitful for those
that uses it properly. The main difference is that training makes the organization more
fortified again outside interruption. So, it is evident that Marks and
Spencer’strainingregime can bevery useful.

11. References
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Legge,K.,2004. Human ResourceManagement:Rhetoricsand Realities. Basingstoke:Anniversaryed.
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ResourceManagement. India:MGH.

12. Stewart,A.M., 1994. Empowering People(Instituteof Management). London:Pitman.
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