Table of Contents
1.1 Compare different learning styles.
1.2 Explain the role of the learning curve and the importance of transferring learning to the workplace in Marks & Spencer
1.3 Assess the contribution of learning styles and theories when planning and designing a learning event for the Company.
Contribution of learning theory and event:
2.1 Compare the training needs for staff at various levels in the organization.
2.2 Assess the advantages and disadvantages of current training methods used in the organization.
2.3 Use a systematic approach to plan training and development for a training event.
3.1 Preparing an Evaluation Using Suitable Techniques.
3.2 Analysis (and evaluation) of the training event
3.3 A review of the success of the evaluation methods used.
4.1 Explain the role of government in training, development, and lifelong learning.
4.2 Explaining How the Development of the Competency Movement has impacted on the Public and Private Sectors
4.3 Assessing how Contemporary Training Initiatives Introduced by the UK Government Contribute to Human Resources Development for an Organization.
According to Nasayanasamy (2009), learning is the process of alternation of behavior through one’s experience. A successful learning process needs relentless reinforcements. Every individual person is unique through their procedure of perceiving and interpreting the information they get through their experience. Every individual person’s learning process is different from others. Some can figure out the information quirkily by applying their practical approaches or comparing their own assignments to others. Some can not interpret as quickly as others. Many Psychologists have evaluated many learning styles through the decades however some of them are disputed by other Psychologists.
1.1 Compare different learning styles
In many and various learning styles, the most broadly used learning styles are a) Kolb’s Experimental Learning Model; b) Honey and Mumford Learning Style. They are described below:
Kolb’s learning theory /styles
There are four stages of Kolb’s learning style which represents the process of touching all the bases of the learner’s basis.
Diagram: Kolb’s learning theory Source: McLeod (2017)
- Concrete Experience the new experience of the learner’s life.
- Reflective Observation of the new experience is comparing the subsisting information and the gathered new experience.
- Abstract Conceptualizationis acquiring a new idea or concept from the observation.
- Active Experimentation is the application of the new concept the learner developed from the concrete experience.
Application of Kolb’s learning model in Marks & Spencer business
Kolb’s learning style can be applied in the Marks & Spencer business by following the four stages explained in Kolb’s learning model. The workers can learn by 1. acquiring a concrete experience, 2. do a reflective observation of the experience they got through the process. 3. Then inventing an abstract concept from their observation. 4. Then apply those concepts they invented through the process in their real professional life.
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Figure: Kolb’s learning model source: Compass.com
Honey & Mumford (1986) discussed 4 types of learning styles- activist, theorist, pragmatist, and reflector.
Figure: Honey and Mumford Learning Style Source: Intech.com (2017)
Activists: the employees who are activist, they always indulge themselves in new situations and experience by engaging themselves in changing and broader responsibilities.
Theorists: the employees of the theorists always take the decision from the theory or the logical facts not from the experience or the situations that happened.
Reflector: the job of the reflector is to sit back and do the observation and the assessment of the facts or experience given by the activists and the theorist. They do not take any initiative or decision…………