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:
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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.
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.
Pragmatist: their job is to figure out the practical application of the theories or the concepts.
Application of Honey & Mumford learning model in Marks & Spencer
The workers of the Marks & Spencer company needs to find out in which learning they need to focus or increase their skills. Then the company can arrange a training session to give them the appropriate training in their weak point. Also, the company can give them chances to apply new ideas or concepts; they can arrange discussion sessions about the past circumstances of the company affairs and do brainstorm to invent more ideas for the company.
Similarities and differences between Kolb’s learning styles and Honey and Mumford’ learning styles
By analyzing Kolb’s learning style, Honey and Mumford had made their individual learning style. Though Honey and Mumford’s learning style is the analysis of Kolb’s learning style, this is dissimilar when they discussed the terms such as theorist, activist, pragmatist, and reflector. There are also several similarities between the two learning styles (Kolb’s learning style and Honey and Mumford’s learning style). There are hardly any differences between these two styles to notice.
An activist is a person who is flexible and unprejudiced and is keen to complete any kind of works that stimulates him without any thinking. On the other hand, a reflector who thinks many matters to do a particular work and even before decision making. He speaks after he listens carefully and consciously. Theorist likes to know about different theories and remain consistent. They are liable to conflict with anything which does not work in their brain. They are inflexible to their individual thoughts. They do not like to pay attention to any kind of idea. Pragmatists are very practical in their life. They concentrate on to be practical more than learning theories. Kolb’s learning style is similar is like Honey and Mumford’s learning style and it is very simple. All theorists have the same ideas and thoughts. Their activities are also the same…………..