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Importance Of Learning Styles and Theories In HRD

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Human Resource Development

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Introduction

The term ‘Human Resource’ (HR) development improves the productivity of organization by developing skills, capabilities and knowledge of employees. To attain the goals and objectives of the business entity, manpower is essentially required. Human Resource Management (HRM) framework mainly deals with the development and training of personnel who works in firm (Schmeck, 2013). In order to understand the concept of Human Resource Development (HRD), McDonald's restaurant Ltd. organization is considered. It is the largest chain of fast food restaurants in world. The present report will help in understanding the concept about different types of learning styles, theories, role of learning curve and importance of transferring learning at the workplace of this fast food chain.

Task 1

1.1 Comparison Of Different Learning Styles

To enhance the information and skills of employee, McDonald prefer various types of learning styles such as Kolb model, VARK style and Myers Briggs type indicator etc. to train and develop their skills. The comparison of different types of learning styles is such as:

VARK style Kolb model Myers Briggs Type Indicator
This style describes the four types of learners such as visual, aural, reading and writing and kinesthetic (VARK Learning Styles, 2015). In this context, the learners prefer to gain the information through audio, video, graphics or reading and writing the content (Wilson, 2005). Kinesthetic learners gain information by touching and performing the things (Pritchard, 2013). This theory defines the learning style of four types of learners such as assimilating type who requires the clear logic and its explanation. The diverging type of learners is very sensitive and looks at things from various perspectives (David Kolb's model, 2016). Further, converging type learners mostly prefers technical tasks and accommodating type learners who prefer to take experiential and practical approach. By doing this, they feel attracted towards new experiences and challenges (Kolb, 2014). This learning style uses the “Type indicator tool” to measure and evaluates the psychological type of learners. This tool includes various types of questions (Holt, Ghormoz and Szarek, 2015). By using this questionnaire tool, learning style of McDonald's employees could be recognized. This theory defines sixteen types of personalities such as ESTJ (Extra-Version, Sensing, Thinking and Judging)(Bratton and Gold, 2012).

1.2 Learning Curve And Importance Of Transferring Learning To Workplace

Learning curve defines the increment of experiencing and learning through graphical representation. In this, experience is represented on horizontal axis and learning on vertical axis. It is a type of continuous process of learning. In order to enhance the skills, performance and learning of employees, McDonald uses learning curve at their workplace. With the help of this learning curve, employees are tending to focus on their development and career path. This curve helps the employees by representing their increment and experience as a whole (Saga, Qamar and Trali, 2015). The cited firm can use this curve as a tool to evaluate the impact of training and development programs. McDonald Company puts their effort, money and time to train human resources and in return, firm expects that employees to transfer their learning to workplace. The importance of transferring learning to workplace is such as:

Overcome on challenges

To enhance the knowledge and skills, past cases related to practical challenging situations can be explained to employees. In this context, transferring of learning may help human resources to face critical situations and challenges (Argote, 2012).

Cost utilization

In order to enhance the performance of employees, cited company pools their funds and efforts in training sessions. In return, learning is transferred to workplace for example; if their productivity does not increase then, money and efforts spent are not utilized in optimum manner (Dar-El, 2013).

Values

To add value, cited firm conducts training and development programs. However, if learning is not transferred then, no values would be added to McDonalds.

1.3 Contribution Of Learning Styles And Theories When Planning And Designing a Learning Event

To meet the strategic objectives and goals of McDonald, learning styles are essentially required to train the employees in effective manner. At the time of designing and planning the learning event for cited firm, learning theories and styles are required to be considered because it would make the event more successful (De Rijdt, Stes and Dochy, 2013). By using the different types of learning styles and theories, the learning preferences and patterns of employee would be recognized. Each employee prefer to gain the information in different way such as by watching presentation or listening lectures etc. So, it is important for McDonalds to consider different types of learning styles (Takahashi, 2013). By focusing on objectives and motives of cited firm, it is important to analyze the impact of different types of styles. This step should be considered before planning and designing the learning event. For the success of learning event, various types of learning style should be considered because if only one style is selected then there are chances of problem occurrence.

Conclusion

With the help of present research report it is articulated that human resource development plays an important role in achieving the strategic objectives of organization. This research study defines the deep insight knowledge of various types of learning styles and theories which helps the employees to enhance their skills, abilities and performance. Further it is also evaluated that learning curve helps the human resources to analyze their level of experience and learnings.

References

  • Wilson, P. J., 2005. Human Resource Development: Learning & Training for Individuals & Organizations. Kogan Page Publishers.
  • Schmeck, R.R. ed., 2013.Learning strategies and learning styles. Springer Science & Business Media.
  • Entwistle, N.J., 2013.Styles of learning and teaching: An integrated outline of educational psychology for students, teachers and lecturers. Routledge.
  • Holt, J.T., Ghormoz, J., Sung, Y.J., White, M.W. and Szarek, J.L., 2015. Medical Student Benefit from Learning Objectives Correlates to Specific Myers-Briggs Types.Medical Science Educator,25(3), pp.249-254.
  • Bratton, J. and Gold, J., 2012.Human resource management: theory and practice. Palgrave Macmillan.
  • Kolb, D.A., 2014.Experiential learning: Experience as the source of learning and development. FT press.
  • Saga, Z., Qamar, K. and Trali, G., 2015. LEARNING STYLES-UNDERSTANDING FOR LEARNING STRATEGIES.Pakistan Armed Forces Medical Journal,65(5).
  • Dar-El, E.M., 2013.Human learning: From learning curves to learning organizations(Vol. 29). Springer Science & Business Media.
  • Takahashi, N., 2013. Behind the Learning Curve.Annals of Business Administrative Science,12(4), pp.167-179.
  • De Rijdt, C., Stes, A., van der Vleuten, C. and Dochy, F., 2013. Influencing variables and moderators of transfer of learning to the workplace within the area of staff development in higher education: Research review.Educational Research Review, pp.48-74.
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