Table of Contents
1.1 Compare different learning styles.
Differences and similarities between learning styles.
1.2 Explain the Role of the Learning Curve and the Importance of Transferring Learning to the Workplace
1.3 Importance of learning styles and theories when planning and designing a learning event
2.1 Compare the training needs for staff at various levels in the organization.
2.2 Assessing the advantages and disadvantages of training methods used in an 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 Carry out the evaluation by analyzing the responses to the evaluation form.
3.3 Reviewing the Success of the Methods Used in Evaluation.
Task: 4 Understanding Government-led Skills Development Initiatives.
4.1 Explain the role of the 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.
Impact on public sector
Impact on the private sector
4.3 Assessing how Contemporary Training initiatives Introduced by the UK Government Contribute to Human Resources Development for an Organization.
The human resources of an organization are the earning forces for the organization that ensure the development of the company. Human resources development (HRD) means those activities helping to improve the company’s employees from various perspectives. The company provides training, workshop, and other supplements that help to improve the latent of the workers that help to promote the company’s rank in the marketplace. Every company manages a strong policy to train up their newcomer employees that certainly help the company to improve the standard and quality of their products.
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This paper describes the aspects, implementation, and other support by the HRD department of an organization.
1.1 Compare different learning styles
The main pursuit of education is to change expected changes in the behavior of a learner. Sometimes it is obligatory and sometimes maybe optional on the novice’s own. In the business sphere, learning is led for different purposes such as to train up their employees and employers both for the betterment of the business company in the marketplace ranking. Anyway, the styles vary from company to company by which the company manages its teaching method to train its workers.
Diagram: Learning Style Source: Lecture Notes (2017)
Several styles of learning management and operating manpower can be classified into the following three forms:
- Kolb’s Experimental Learning Model; 2) Honey and Mumford Learning Style; and 3) Bloom’s.
Kolb’s Learning Styles:
In this style of learning behavior, David Kolb predicted that people prefer four learning styles that are associated with four cyclical stages.
Kolb told that these cyclic styles can be functioned by the following methodologies:
- Diverging learning style:
This style of learning cycle means the refraction of thought rather than working instantly. The people of this learning method think deeply before they decide to engage in the job.
- Assimilating learning style:
This cycle of learning program evaluates the people dissolving the topics of their training, these kinds of personnel take time to understand the real purposes of their training and then they implement their thoughts to the target sector. These people prefer scientific knowledge by which they can be able to perform their duty perfectly.
- Converging learning style:
In this learning style, participants are more active in their workshop rather than in two categories. They work united and solve any practical problem that occurred in their working sector.
- Accommodating learning style:
This is typically different from above all forms by its different implementing styles of learning. In this cycle, Kolb explained, that people receive knowledge of other people’s views, opinions, thoughts, and any more. They don’t depend on any research and experimental theory of learning. It’s a more effective cause of its unique conceptual purposes…………….