This document discusses human resource development at Marks and Spencer. It begins with an executive summary that outlines the importance of human capital development for organizational success. It then covers several learning objectives related to understanding learning theories, styles and evaluating training events. Specific topics discussed include comparing different learning styles, explaining the learning curve and importance of transferring learning. The document also assesses current training methods used at Marks and Spencer and provides a systematic approach to planning training and development events.

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Human Resource Development
Of
Marks and Spencer
Submitted by:
Submitted to:
Date of Submission:

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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:
6
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 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 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
14
Conclusion 15
References 16

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Executive Summary
Human Resource Management (HRM) is the process of attracting, developing and maintaining a
talented and energetic workforce to support organisational mission, objectives and strategies. It is
a distinctive approach to employment management which seeks to achieve competitive
advantage through the strategic deployment of a highly committed and capable workforce, using
an integrated array of cultural, structural and personnel techniques. Human Resources
Management trains and motivates the employees by communicating ethical policies and socially
responsible behaviour to them. In doing so, it plays a significant role in clarifying the
organization's problems and providing solutions, while making employees working more
efficiently. Modern organizations can survive in the dynamic, competitive environment of today
only if they capitalize on the full potential of each employee. Facts and figures are the
quantitative elements of successful management, yet the qualitative aspects are those that
actually make or break an organization. Successful companies are those that consider their
human capital as their most important asset.
iii

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LO-1 UNDERSTAND LEARNING THEORIES AND LEARNING STYLES
1.1COMPARE DIFFERENT LEARNING STYLES
People have preferences about how they like to learn which is called their learning style.
Because of the intense rivalry in the retail industry in UK, M & S had to take different initiatives
so that employees’ competencies and expertise can be improved. New challenges help the
employees to be more competitive and strategic while doing their tasks in M & S. This
challenging environment helps them to move towards a better career path.
Different Learning Styles
There are many learning styles different companies implement in their on the job and off the job
tasks. Among different learning styles Peter Honey and Alan Mumford have sited four main
learning style preferences. They are-
Activist
Activists like to be involved in new experiences and are enthusiastic about new ideas. They
enjoy doing things and tend to act first and consider the implications afterwards. They are
unlikely to prepare for the learning experience or review their learning afterwards (Armstrong,
1999). Activist learns best when they are thrown in deep end with a difficult task, chairing
meetings and leading discussions. As soon as the excitement from one activity has died down,
they are busy looking for the next. They tend to thrive on the challenge of new experiences but
are bored by implementation and long-term consolidation. They are gregarious people constantly
involving them-selves with others but, in so doing, they seek to center all activity on themselves.
Reflector
Reflectors like to collect data, review and think carefully before coming to any conclusions.
They learn best when they observe individual and group at work and producing analyses and
reports doing tasks without tight deadlines. They learn less when they act as leader or role
playing in front of others. Pragmatists are keen on trying out new ideas, theories and techniques
to see if they work in practice. They positively search out new ideas and take the first
opportunity to experiment with applications. They are the sort of people who return from courses
brimming with new ideas that they want to try out. They like to get on with things, and act

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quickly and confidently on ideas that attract them. They tend to be impatient with ruminating and
open-ended discussion. They are essentially practical, down-to-earth people who like solving
problems (often through trial and error). They view problems and difficulties as a "challenge".
Their philosophy is: "As long as it works, that's fine." - Although they may also be keen to
experiment to find better ways to do things.
Theorist
Theorists think problems through step-by-step and tend to be perfectionists who like to fit things
into a rational scheme. They learn best when put in complex situations where they have to use
their skills and knowledge and they are in structured situations with clear purpose. Theorists
learn less when they have to participate in situations which emphasize emotion and they have to
do things without knowing the principles or concepts involved. Theorists adapt and integrate
observations into complex but logically sound theories. They think through problems in a
logical, step-by-step fashion. They assimilate disparate facts into coherent, holistic theories.
They tend to be perfectionists who do not rest easy until things are tidy and fit into a rational
scheme. They like to analyze and synthesize. They are keen on asking questions and challenging
assumptions. Their philosophy is: "If it's logical then it's good." They attempt to fit everything
together into a single jigsaw that encompasses "life, the universe and everything". They tend to
be detached, analytical and dedicated to rational objectivity rather than anything subjective or
ambiguous. They may rigidly reject anything that does not fit in with their own particular mind-
set.
Pragmatist
Pragmatists are eager to try things out and like concepts that can be applied to their job. They
learn best when they are shown techniques with obvious advantages such as saving time and they
are shown a model they can copy (Rea. D, 1972). Pragmatist learns less when there is no obvious
or immediate benefit that they can recognise and there is no practice or guidelines on how to do
it. They listen to others before making their own points. They tend to adopt a low profile and
have a slightly distant, tolerant unruffled air about them. When they act it is part of a wide
picture which includes the past as well as the present and others' observations as well as their
own. Reflectors like to stand back to ponder experiences and observe them from many different
perspectives. They collect data, both first-hand and from others, and prefer to think about it

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thoroughly before coming to any conclusion. They tend to postpone reaching definite
conclusions for as long as possible. Their philosophy is to be cautious. They are thoughtful
people who like to consider all possible angles and implications before making a move. They
enjoy observing other people and prefer to take a back seat in meetings and discussions
Learning Styles Followed
M & S follows the pragmatist learning styles among the four preferences of Peter Honey and
Alan Mumford. This style helps M & S employees to make them more capable in taking
responsibilities and challenge. Their on the job and off the job training approaches provide
adequate learning to improve efficiency and take the correct decision.
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 that the experiential method and stages of learning. This can be a graphical
presentation accustomed show the educational history and stages. As a replacement operating
atmosphere is developed, the educational curve changes per the new learning necessities.
Through the method of sensible expertise, learners will target strengths, talent enhancements and
setting career goals (John W., 2009). The modified core structural values have place the staff in
new challenges and wishes to stay pace with the changes the staff required to travel through new
learning curve to develop their technical skills and sensible data. Performance appraisal, sensible
expertise, work and different coaching events organized by M&S helped the staff to widen their
capability space and establish own career path.
Significance of Knowledge Transfer
Line managers, presentation advisers converse to the workers to share and move data regarding
the presentation, areas of enhancement and firm’s demand. Move of data through off-the-job
trainings like workshops, workbooks is unbelievably helpful to the employees for the training

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and development of abilities. It’s awfully absolutely vital for the organization to create skills, see
the core standards and present consequently.
Effect of Learning Curve
The term learning curve is used in two main ways: where the same task is repeated in a series of
trials, or where a body of knowledge is learned over time. This form, in which unit cost is plotted
against total production, is sometimes called an experience curve. The familiar expression "a
steep learning curve" is intended to mean that the activity is difficult to learn, although a learning
curve with a steep start actually represents rapid progress. The economic learning of productivity
and efficiency generally follows the same kinds of experience curves and have interesting
secondary effects. Efficiency and productivity improvement can be considered as whole
organization or industry or economy learning processes, as well as for individuals. The effect of
reducing local effort and resource use by learning improved methods paradoxically often has the
opposite latent effect on the next larger scale system, by facilitating its expansion. Transferring
of ability is not just the communication; it’s the administration of tacit and applied ability that
will advise the advisers to body their skills. Effective alteration of ability and use of
acquirements ambit helped the advisers to analyse the achievement akin in abstruse
accomplishment and business competency, getting able to set astute career path, participate in
accommodation authoritative added finer and accompany ability in performance. (Guest,D.E,
1999). This advanced breadth of improvements in agent acquirements and accomplishment
resulted in accepting an aggressive advantage for M & S.
1.3 ASSESS THE CONTRIBUTION OF LEARNING STYLES AND THEORIES
WHEN PLANNING AND DESIGNING A LEARNING EVENT FOR THE
COMPANY
Contribution of learning styles and theories:
Learning theories supply conceptual structure to the discovering objectives and requirements.
But which discovering method will be utilized that depends on which way the employees favor
the most and how very quick the firm desire the employees adapt the new condition

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Relationship among learning style, theory and event:
Although selecting an individual style is usually tough as well as that’s exactly why mixture of
many understanding types is usually more effective within developing understanding functions.
Therefore, understanding ideas defines the understanding form as well as understanding learning
style dictates the way the majority of successfully understanding is usually made as well as
understanding occasion will be the enactment with the development expectation.
Contribution of learning theory and event:
Learning style and theories utilized by M & S is concentrated on the most productive outcome
can be got through learning events. How each and every employee answers to a happening
reflects how thriving a happening is. To design and conceive such a happening I will furthermore
focus on the best discovering option prioritized by the employees
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
Effective training or development depends on knowing what is required - for the individual, the
department and the organisation as a whole. With limited budgets and the need for cost-effective
solutions, all organizations’ need to ensure that the resources invested in training are targeted at
areas where training and development is needed and a positive return on the investment is
guaranteed. Marks and Spencer needs distinctive preparing styles at diverse level of its
operation. It has made a family-accommodating working environment for the staffs.
Management level Customer service level Operation level
Training courses and other off- Offer expert answer to Performance review and

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the-job training designs to
formulate knowledge and
acquire examination
Practical learning for building
skill, team work and decision
making capability.
figure with efficiency and
assist client to seek out what
they require.
Train staffs a way to
manage the queue a lot of
effectively and it'll
minimize the waiting time
span
examination of line
supervisors is carried out line
managers to work all the
more productively and
minimize take that will add
quality to the item.
2.2 ASSESS THE ADVANTAGES AND DISADVANTAGES OF CURRENT
TRAINING METHODS USED IN THE ORGANISATION:
Training can be described as the acquisition of skills, concepts or attitudes that result in
improved performance within the job environment. Training analysis looks at each aspect of an
operational domain so that the initial skills, concepts and attitudes of the human elements of a
system can be effectively identified and appropriate training can be specified. Marks & Spencer
gives unique education features to coach its staff members. They provide help to help the
particular staff members develop effective job path. Performance review is actually provided to
name their functionality level and enhancement locations. Part actively playing helps those to
recognize the responsibility and capacity within fresh part and circumstance. Their own off-the-
job education features similar to class, workbooks are created to build abilities and effectiveness.
Advantage & Disadvantage of current training methods:
Training methods Advantage Dis-advantage
Role playing aids the worker to seek out what it takes
to achieve success in a very management
or completely different role
Employees would possibly feel
and reluctant and nervous a
couple of completely different
role which will lead to

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performance degradation.
Discussion Discussion with the managers, workers
to build their own ability and career
development set up
A positive and supporting role
from the manager aspect is
very important otherwise
worker won’t be ready to
develop a thought.
Induction Program offers the new staff an outline of
the firm, role and company culture at
M&S. It helps staff to obviously perceive
his/her role and objective of the firm
The statements created by the
firm might take issue from the
particular state of affairs which
will produce a negative
impression later
Workshops Are arranged to produce the workers with
learning materials to observe and obtain
an inspiration concerning their ability and
performance needs
It consumes additional price
and success depends on the
participants however well
they'll receive the message.
2.3 USE A SYSTEMATIC APPROACH TO PLAN TRAINING AND DEVELOPMENT
TRAINING AND DEVELOPMENT FOR A GROUP TRAINING EVENT:
I will execute difficulty explaining teaching program which will be really result in taking part in
conclusion making. In this event employees will be granted a very sensible problem and they
will be inquired to make appropriate analysis and likely solutions. A final evaluation will be
done by the whole team where the management and other workers will also assess the chosen
answers. It’s a continuous method and workers will be welcomed to arrive up with any new
organizational difficulty scenario considering customer service enhancement, output efficiency,
worker relative, motivation, effective administration. This teaching happening will energize the
employees to take part in conclusion making and boost the proficiency to provide more realistic
investigation and solution.

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Training process of the event:
In my training program when I invite a group of staff I will at 1st introduce each and every one
with the management team. Then they will be elaborately introduced with the actual problem
scenario to be solved. Then there will be a Q&A session for the staffs and make sure that they
have clearly understood the scenario. Individuals will be given proper instructions and next day
they will be told to come up with the related factors, findings and a discussion session among
themselves will be held. Then they will be told to form a group of 3 members analyzing and the
solution within a specified time period. This finding will be disseminated among the managers
and they will let them know which area they need to improve. Again time will be provided to re-
shape the findings and the final submission will be judged and examined by the whole team.
Through discussion and Q&A session managers will decide which solution was most appropriate
and will be undertaken.
LO-3 BE ABLE TO EVALUATE A TRAINING EVENT
3.1 DOCUMENTED METHODOLOGY OF AN EVALUATION USING
SUITABLE TECHNIQUES:
To judge the end result with the instruction managers use different system to evaluate the end
result, efficiency and also effectiveness with the function. Top management will want to
understand how productive it system seemed to be and also with this they will evaluate different
components and also factors, fees and also positive aspects to settle on whether it's going to
continue or definitely not. I used ‘Five tiered approach’ defined by Jacobs. F. (1988). The
framework evaluates a program in five levels and compares the actual outcome with the expected
outcome of the program. The purpose that the program aimed at 5 different stages has met the
need or not is assessed in five tiered approach.
1. Need assessment: Here the purpose of the program is mentioned. The proper need is
identified and program is designed to meet that need.
2. Monitoring and accountability: It encounters the participant of this program the service
that will be delivered is mentioned?

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3. Program clarification: It states the evaluation at different need level to answer how
more effective the event could be made.
4. Progress: Here the overall progress of the participants is measured.
5. Program impact: The long term impact on the outcomes of the program is evaluated.
Process of documentation of the training program
The evaluation process used to assess the program is mostly qualitative. I used three methods to
identify the gap at different levels of the training event.
i. Trainer/Trainee feedback: Feedback from both the trainer and trainees are taken
regarding the program conducted.
ii. Observation: The participants’ different activities and performance along with their
participation is closely measured.
iii. Customer comments: The overall success of the program depends on how the
participants contribute the knowledge they have acquired from this program in their
real workplace. Their progress on dealing with customers is judged by the customers’
comment regarding the particular service.
Documents used for evaluation
For the assessment of the training some core factors needed to be considered. Based on these
factors the training program was evaluated how much effective it was.
Program Impact
Progress
Program Clarification
Monitoring and Accoutability
Need Assesment

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i. Quality improvement: How well the quality of the product is evaluated
ii. Customer service: Progress of the participants in providing customer service is
assessed
iii. Production efficiency: The program mainly focuses on enhancing the productivity of
the employees. The overall progress regarding this aspect is highly measured.
3.2 ANALYSIS (AND EVALUATION) OF THE TRAINING EVENT
The training session was triple-crown considering the active participation and enthusiasm of the
employees. Within the first event they got a client service drawback situation. There have been
an honest variety of realistic and applicable solutions given by the teams. Within the discussion
session management team and also the participants had long discussion session that resulted
during an additional possible and logical conclusion. The particular profit was that in resolution
te matter and discussion staff identified what was necessary to be improved in their client
service.
3.3 A REVIEW OF THE SUCCESS OF THE EVALUATION METHODS USED
The Five tiered evaluation method was very useful to evaluate the success of the event in real life
work environment. The framework assessed the normal profit and genuine profit to deal with the
redirection and practicality of the training occasion. Along these lines it was not difficult to
decipher it the expense profit proportion to settle on if it will proceed or not or change
requirement to be made.
LO-4 UNDERSTAND GOVERNMENT-LED SKILLS DEVELOPMENT
INITIATIVES
4.1 EXPLAIN THE ROLE OF GOVERNMENT IN TRAINING,
DEVELOPMENT AND LIFELONG LEARNING
The UK government control a noteworthy part in the training and improvement of the employees
of private firms. Govt. organize training systems through master coach to determine the

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employees can advance and range no less than a base standard of execution. Imprints and
Spencer is a monster retailer firm in UK; so UK govt. might as well worry about the interior
improvement of the association's execution. (Dessler.C, 2006). To do so they need to assume
ownership take the execution to a standard level. Long lasting taking in is the self-propelled
taking in by the employees. Govt. association in training can help the employees to chase
information from the nature's domain.
4.2 EXPLAIN HOW THE DEVELOPMENT OF THE COMPETENCY
MOVEMENT HAS IMPACTED ON THE PUBLIC AND PRIVATE SECTORS
Expertise movement features produced various other corporations to issue about the efficiency
gap with their corporations. Personal corporations are generally investing a lot more on this
sector to improve his or her experience to gain reasonably competitive advantage. The actual
corporations don’t desire experience inside worker efficiency drop inside reasonably competitive
drawback which suggests inadequate support top quality, dysfunctional output, minimal
motivation and many others (Hoque, K. and M. Noon, 2001). Deloitte an exclusive consulting as
well as auditing corporation makes enormous expenditure inside coaching his or her staff
members. They provide a new more challenging studying contour in order to develop his or her
experience speedily. The training can be never-ending as well as qualification can be presented
growing his or her assurance amount. While growth inside private firm’s efficiency has an
influence on your financial system, people physiques have likewise improved upon
independently to lift up his or her efficiency. Public companies inside UK similar to ‘East Shore
Trains’ are generally creating on-going energy to enhance your efficiency as well as support top
quality in a regular amount (Legge, K., 1989).
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:
Contemporary training activity was taken by the UK govt. to give the little and medium firms
industry an advantageous training and improvement system to get security and development
economy. The training is professional and pointed at brisk taking in on distinctive zones of a

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business. Having a seeing on the present situation and future prospect UK govt. outlines
distinctive qualitative training projects for diverse firms.
4.3.2 ROLE OF CONTEMPORARY LEARNING IN M&S:
For Marks and Spencer this training activity is extremely vital for further advancement and
picking up aggressive playing point. M&s has advanced and changed their core qualities and to
make it great they require particular training offices for their employees. This cotemporary
training will support the employees to rapidly adjustment. The training is assessed concentrating
the desire of clients, intense position, economic situation, and future prospect and flexibility
components.
Conclusion:
Marks and Spencer is a guiding retailer truehearted possessing a lofty impact on the UK saving.
The direction creates other facilities for a faster performance accommodation of workers. These
helped the fasten to fulfil and push in the highly competitive activity gaining statesman client
satisfaction and loyalty. The affable surround aids the workforces to search much importance and
happen out organizational flaws. For diametrical learning requirements and scholarly areas and
organizational problems for potent implication of theories and practices. The employees can be
at their incomparable performance steady if direction support grumbling substantiation to them
and toward their organizational system and win environment.

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