Human Resource Development Individual Assignment

Batch 01 Page i




Human resource
development








Human Resource Development Individual Assignment
Batch 01 Page ii

Executive Summary
In Any organization Training and development is one of the important part of business
growth. Any organization or a company always provided training on their employees, this
training and development is vital to the continued growth of the company TESCO. Training
can be mentioned as key point to achieve its growth. The assignment consists about training
system of Tescos employees.
Tesco use flexible training methods to improve employees potential towards certain task or a
job. When deciding training methods for the employees the company should focus on
understanding the learning theories, because it will affect the out come of the company. The
way an employee thinks can be show in leaning theory.
Learning curve helps to understand the capacity of a training person. It helps to decide
whether the employee has success on achieving the task. It was also obvious that people learn
differently. Thus it is significant to understand the different learning styles and approaches of
employees to effectively design training and development programs. This helps to understand
when the environment change and how a company should act against it. Employee will work
hard but there will be some situations that the employee is not able to understand and the
curve becomes a stepped learning curve.
With the increase of the changers Tesco has to cope up with it, the company is regularly
evaluates the performance of its employees in order to anticipate any possible skills
shortages. Coaching, mentoring is few of the training techniques the company uses, It has be
discuss and evaluate through out the assignment.
Finally through out the assignment it shows that the training and development has effect the
company, thus it is important that any company evaluate whether increasing on training and
development will increase the productivity.





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Contents
Acknowledgement ................................................................... Error! Bookmark not defined.
Executive Summary ................................................................................................................... ii
Table of figures .......................................................................................................................... v
1.0Introduction ........................................................................................................................... 1
2.0 Task 1 ................................................................................................................................... 2
2.1 Different Learning styles ................................................................................................. 2
2.1.1 Comparison of different learning styles .................................................................... 2
2.1.2 Preferred style of the colleague and me .................................................................... 3
2.2 Different Learning Theories ............................................................................................ 5
2.2.1 Importance of analyzing these learning theories for organizations like Tesco when
designing training and development programs. ................................................................. 6
2.3 Explain the role of the learning curve .............................................................................. 7
2.3.1 Importance of transferring learning to the workplace ............................................... 8
2.3.2 Evaluation on the effectiveness of actions taken by Tesco to ensure transfer of
learning .............................................................................................................................. 8
3.0 Task 2 ................................................................................................................................... 9
3.1 Different training methods for different level .................................................................. 9
3.2 Training and development programs used by TESCO .................................................. 11
3.2.1Training .................................................................................................................... 11
3.2.3 Evaluation on the Training methods used in Tesco ................................................ 13
3.3 Develop and design a program for the new employee ................................................... 15
4.0 Task 3 ................................................................................................................................. 17
4.1 Importance of evaluating training programs .................................................................. 17
4.1.2 Factors to be consider when evaluating .................................................................. 18
4.2 Evaluation of training methods ...................................................................................... 18
5.0 Task 4 ................................................................................................................................. 20
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5.1 explain the factors influencing the role of UK government in training and development
.............................................................................................................................................. 20
5.2 Explain how the development of the Competence Movement has impacted on the
public and private sector ...................................................................................................... 22
5.3 How contemporary training contributed to the human resource development in TESCO
and Sri Lanka government ................................................................................................... 22
5.3.1How contemporary training initiatives contribute to HR development in
organizations like Tesco .................................................................................................. 23
5.3.2 What are contemporary training initiatives of Sri Lanka. ....................................... 23
Conclusion ............................................................................................................................... 24
Reference ................................................................................................................................. 25














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Table of illustration
Table 1: Comparison of different learning styles ...................................................................... 3
Table 2: Comparison between the preferred style and my style ................................................ 4
Table 3: Evaluation on training methods ................................................................................. 14
Table 4: newly recruitment ...................................................................................................... 15
Table 5: local employees ......................................................................................................... 15
Table 6: General store management ........................................................................................ 16
Table of figures
Figure 1: Learning theories ........................................................................................................ 5
Figure 2: Tesco development program ...................................................................................... 6
Figure 3: Transfer learning ........................................................................................................ 8
Figure 4: Management Levels ................................................................................................... 9
Figure 5: On the job training methods ..................................................................................... 12
Figure 6: Off the job training methods .................................................................................... 13
Figure 7: When should evaluation take place .......................................................................... 17







Human Resource Development Individual Assignment
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1.0Introduction
This report is based on Human Resource Development process of TESCO. Human Resource
Development is a frame work which will help the employee in an organization to develop
there personal well as organizational goals. The assignment is designed with a case study of
TESCO which is the largest third grocery retails all over the word. This assignment helps to
identify the basic learning styles and how it effect the given scenarios and also the
assignment includes about learning theories and how it affect the organization like TESCO.
Furthermore task one show that the company should recognize and evaluate learning theories
when designing and implementing development programs. Learning curve is an important
tool to understand what direction the employee is heading toward. Learning curve has been
mention in this assignment. Training and development is one of the important parts in
organization. Effectiveness of trained and develop employees helps to increase the growth of
the company. TESCO is one of the companies which provide training development to achieve
its future goals. TESCO use several of training and development methods and this method
has been evaluated and justify through out the assignment.
The assignment has discussed the importance of evaluation of training programs and the
factors to be consider when evaluations are done. TESCO Company use on -the job training
method as well as off- the job training methods to increase the employee satisfaction in the
company. UK has influence the training and development programs this factor has been
discuss in the assignment. Development programs in Sri Lanka effect the people,
development programs which are held by Sri Lanka has been disuses in the assignment.







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2.0 Task 1
2.1 Different Learning styles
Many people prefer different learning styles. Understanding your leaning style guide the way
you learn in life. It also change from representing experience the way you communicate with
others, the way the person recall the information.
Peter Honey and Alan Mumford have identified four main learning style preferences which
are,
Activist
Reflector
Theorist
Pragmatist
2.1.1 Comparison of different learning styles

Style Characteristics
Activist Activists are people who like to be involved in new experience and
who are open minded and very enthusiastic about new ideas. They
act first and think about the implication after that. They much more
learn when they are involved in problems. Let's try it out and see
how it works" is an active learner's phrase

Reflector Reflectors like to think before acting they stand back observe and
then take action. They mostly prefer to think through problems
rather than discussing with others. They view the situations from
different perspectives. They collect data, think about there past
experience and observe whether it relates to the same situation.

Theorist Theorists are keen to think about problems through a logical way.
They are analyzed and synthesize. They are much more analytical
and dedicated. Theorists prefer to maximize certainty and they feel
uncomfortable with subjective judgments. Does it make sense?
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How does this fit with that? is a theorist learners phrase.

Pragmatist They are keen to try out ideas and see if they work in practice. They
have a positive impact on searching fro new ideas and experiment
with applications. Much more confident about them self.

Table 1: Comparison of different learning styles
2.1.2 Preferred style of the colleague and me
Below (table 2) shows the different learning style of a colleague and me.
Scenario Preferred style of the
colleague (Theorist )
My preferred Style
( Reflector)
Scenario 1
Two individuals went a given
two tables to make. It was
packed and they had to put the
table together. A user guide and
other necessary things to make
was all given in the box
Used the guide book and start
to make the table one by one.
Theorist followed every rule
and
Reflected the past
experience and try to
understand whether
anything wrong happened
last time when I try to do
something like this.
Scenario 2
Two individuals were given a
assignment to do





The person who practice
theorist went through the
assignment and start doing the
tasks one by one.
Reflector in the other
hand. Was thinking too
much about the
assignment, how the
answers should come,
what was the mistake
happened to the last
assignment and then the
theorist will start doing
the assignment
Scenario 3
Two individuals went to buy a
house

The thorniest will focus on
the land deeds and house
plan. After checking only
those documents the
When considering about a
reflector, reflector takes
own time and think
whether the land is value
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individual will buy the house is good, whether he/she
will be able to use it for a
long time. Think about the
past experience he/she
faced when buying a
house.
Table 2: Comparison between the preferred style and my style
When considering about the above factors it simply shows that been reflector is better than
been a thorniest, It is true that the thorniest always flow the rules and just go through task and
do it properly but thorniest would never think about repercussion which will happened. It is
better following as a reflector since it will give a better out come. When considering about 3
rd

scenario the thorniest doesnt think about the land value neither the factors which will affect
the individual in the future, the individual didnt take time to think about other factors. When
considering about reflector he/she think about past experience he/she faced when buying a
house thinking whether the land value will god up. Whether it will be helpful in the future
Basically it shows that its not all about having good documents of the land when buying a
house you should always focus think about the future value as well.











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2.2 Different Learning Theories
This theory focuses on different leaning aspects of the leaning process.


Figure 1: Learning theories

The behaviorist approach: Behaviorist approach is based on observation. It express those
changes in behavior can be taken place as a result of a individuals response to events.
The cognitive approach: Rationalist epistemology is based on cognitive approach. It is a
belief that human mind can be impose as well as organization and meaning on sensory raw
materials.
The social approach: Social learning is all about leaning from others and we learn to
perform like them, this is called modeling. Studies show that humans being designed to
learn by imitating other people who are significant to us.

Learning
Theories
The
behaviorist
approach
The socail
learning
approach
The
cognitive
approach
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2.2.1 Importance of analyzing these learning theories for organizations like Tesco when
designing training and development programs.
The ways people learn differ from one person to another. TESCO is on of the biggest
company which is dealing with different consumers so it is vital that the company understand
the differ theories and use this theories when dealing with employees. It will help to provide
an effective impact on the employee. Understanding the basic theories will help the
organization to decide what kind of training path would suit one another.
It is important that TESCO understanding this facts and changing training programs
according to it.

Figure 2: Tesco development program
According to the above figure it shows that the company TESCO gives development
programs for 12 months. If the company wants to practice this very efficiently to the
employees they first should understand whether the employees like class room sessions.
Employees who have a cognitive mind would love to have class room sessions, but if high
percentage of employees doesnt like to study like that. The employees should be trained by
mentoring which means working with a senior person and looking at that person and
learning. This will be employees who practices social learning theory.
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Employees who have cognitive mind tend to be much friendlier with demonstrations, well as
discussions. This is a visual display this helps the trainee to understand how to perform
towards a task or a job.
If the organization does understand this factors it will enhance employees minds and motivate
them to work more, witch will increase the company profitability.

2.3 Explain the role of the learning curve
The working place is changing rapidly due to this learning is also changing. This is getting
better through repeting activity, continues learning and development can be transformed to
develop performance in the work place. Learning curve helps to understand the time it takes
to understand how an inexperienced person to reach the required level of performance in a
job or a task


------------------------


A standard learning curve A stepped learning curve

Using learning curve for an organization is not cost effective. It can be use by any
organization, but it is important that the company fallow it properly. This helps to understand
when the environment change and how a company should act against it. Employee will work
hard but there will be some situations that the employee is not able to understand and the
curve becomes a stepped learning curve.



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2.3.1 Importance of transferring learning to the workplace
Learning is one thing but it is pointless if you dont transfer what you learned. Transfer of
learning takes place when learning is transfer to the betterment of a situation.
Eg: For example, learning to drive a car helps a person later to learn more quickly to drive a
truck,
When transferring the skills you learned from TESCO will help the consumers well as the
company growth will rise. Transferring is a process witch takes place in individual life. First
the individual gather information from his/her surroundings then the person understands the
abilities and use it as an experience finally the individual transfer what he/she learned to the
tasks.


Figure 3: Transfer learning

2.3.2 Evaluation on the effectiveness of actions taken by Tesco to ensure transfer of
learning
Tesco offers on the job well as off the job training programs for the employees. Since
TESCO is a world wide company and has to communicate with others Tesco gives the
facilities to transfer the knowledge to behavioral tasks in the organization. TESCO carries out
several of training programs to impress the employees and help them achieve the
organization goals. Few of the training programs the TESCO carries out are coaching,
mentoring etc. TESCO carries out a training method name The A level option this program
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is used when recruiting managers. TESCO is give monthly training which help the employee
to transfer what they lean.
3.0 Task 2
Tesco is highly populated in diverse areas because of this TESCO should adapt to different
demand which made by consumers. It is important to understand the consumers and give
training and development to employees. It is necessary that Tesco identify that the company
should proper training to every level.
3.1 Different training methods for different level
All employees from wide range of background and levels should receive training. Whether its
store or back office both post requires skill programs. It will give them the opportunity to
grow and develop. This will further help them to carry out their jobs effectively


Figure 4: Management Levels
Above figure shows the structure chart of Tesco. The top level management in Tesco
includes the CEO and directors. It is important that they understand that they involved in
planning and coordinating human resource functions. It is furthermore essential that the top
level management receive training on coordinating and controlling more over the top level
management should receive training on leadership qualities since they will be in the top, they
should be able to have effective leadership styles to again better outcome from all the
employees in TESCO.
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Middle level consists of branch managers well as departmental managers. They are devoted
to direct the operational level employees. Middle level management in TESCO is responsible
to the top level management as well. They have to execute plans and polices of TESCO from
top level management to lower level management. Furthermore they have to coordinate
activities within the division or departments in TESCO. It is vital that the middle level
managers are well trained to train the lower level employees and to inspire them towards a
better performance. Furthermore the middle level management should receive training on
problem solving since middle level managers handle the lower level employees.
Lower level in a company includes supervisory/operative level of management when it comes
to TESCO lower level employees are store keepers, cashiers and trainee employees. They are
the once who controlling functions of management in TESCO. Lower level employees in
TESCO are the once who communicate with consumers so it is important that the necessary
training has been given to them since there are different consumers all around the world it is
important that the employees understand there preferred styles.
This shows that they should use different training methods to different level managers. This
will bring out a better impact in the company outcome.











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3.2 Training and development programs used by TESCO
TESCO thinks that the key point for success is training and developing their employees. They
also believe that investing on employees will be the best return for the company. Furthermore
TESCO says that We have trained ourselves to be obsessed about training. Training needs
are recognize through identifying the gap in knowledge and skills.
3.2.1Training
Training helps to increase the sense of ownership in an employee as well the employees
become organized and flexible in the work place. It will also help to meet the customer need
and to increase the organization profitability. When it comes to training first the below
mention factors are done.
The first session the trainer talks about the history of TESCO
Trainer talks about working system
The second session is about safety
The third session is about punctuality


On-the-job training



Off-the job training





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On-the job





Figure 5: On the job training methods
Shadowing: The employee is guided by a another employee who is already in the job
Coaching: Appropriate stuff member who will help the new trainee and inspired them to find
solutions
Mentoring: An experience stuff member play role of a advice.
Job rotation: By talking full responsibilities trainee got the chance to over his/her targets.
off the job training in TESCO










Shadowing Coaching Mentoring
Job
Employees
who are
new
To teach
some new
skills
Development
of individual
skills
Areas like
team
building
Communi
cation
skills
Presentatio
n skills
Inducting
training
Meet new
trainers
Know more
about the
company
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Figure 6: Off the job training methods
Tescos development program for employees based on shared responsibility in which each
trainee is responsible for his/her development. Developing is done order to improve the
current well as the future management performance by implementing knowledge, attitudes
and skill of an employee. It is that TESCO understand where training ends and development
should begin.
Strategic questions: Tesco employees are encouraged to ask themselves strategic questions
in order to assess their skills and ability to progress:
Do I know how?
Can I Do it now?
What are my current skills?
What do I need to higher position?
Tesco use option program: To employees who want to grow big in the organization more
over it is a flexible program that helps to identify the personal need of an employee
Personal Development Program: This program includes an activity plan well as a learning
log as to understand what they have learn. The log helps the employees to keep plans of what
to do well as how to do it. It helps the trainee to carry out analyze about them self.
Furthermore it brings out the positive of employee toward the company and productivity and
valuable to the organization in the long term.
3.2.3 Evaluation on the Training methods used in Tesco
Training Method Advantage Disadvantage
Shadowing Helps to learn from
real life situations
which is fast and
effective to the
trainee
Builds the confident
of the employee
Reducing
Distortions- If a
incompetent person
shadow the new
trainee it will trainee
a wrong picture about
the job
Low productivity
Need to share same
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Interpersonal Conflict
and Fostering Team
Spirit
Developing skills
Lower cost of training

language



Coaching It helps to become
self directed
Personal growth
Acclimate the
employees to the
culture
Costly
Conflicting goals
Mentoring It helps to acclimate
new workers
Brings out a sense of
achievers in a trainee
It will promote
cultural diversity
witch will lead to be
used as a positive tool
to enhance quality

Leading of frustration
Mismatched pair
( mentor-mentee paring
not been a good fit)



Job rotation Increase the skills of
trainees
New opportunities for
the employees
Employees want be
board

Employees not been
satisfied with the new
job rotation
When employees are
moved for a long time
there morale fed
away
Disrupt in the
workflow

Table 3: Evaluation on training methods
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3.3 Develop and design a program for the new employee

20 local employees 5 cashiers
11 stock keepers
3
Table 4: newly recruitment
Areas for training
Area responsibilities

Training needs Training methods
Cashier Customer service
and basic math
Responsible with
money
How to handle
any complaints or
discrepancies in
price or payment.


How to operate a
register
Training on
customer service
How to handle
money this
includes basic
math skills

Sitting with
Nellie
Since the
cashier is
new it is
important to
sit with the
person and
give
instruction
this will help
the trainee to
remember



Stock keeper reducing
shrinkage and
out-of-stock

How to keep the
track of stocks
How to keep the
stock properly
Job rotation

Cleaners Clean the area

Punctuality Job
instruction
Table 5: local employees
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A General Store Managers
Area Responsibilities Training needs Training
General
manager
Have to
supervise the
employees
Understand the
marketing
profitability and
sales in the
company
Improve
cooperate
effectiveness
Achieve
cooperate
mission and
vision
Have to maintain
the team
building
Leadership
qualities
A knowledge of
understanding
technological and
financial
opportunities
Understanding
development
standard of the
company
Language training
Sensitive
training
- This helps
the
employee
to
understand

Table 6: General store management
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4.0 Task 3
4.1 Importance of evaluating training programs
Evaluation is one of the important components in a training program The Effectiveness of
the training program can be discovered by using an evaluation on the program. It helps to
identify whether the program given by the company has brought up the desired results.
Evaluation helps to know whether the training method meets the training need of the leaner.
Purpose of evaluation is it helps understand the achievement of the training objectives. It
helps the company to analyze the previous experience and discuss the future changes.



How can learning be improved?





Figure 7: When should evaluation take place
Identifying
training needs
Evaluate
Plan and design
training
Implement
training
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4.1.2 Factors to be consider when evaluating
There are many reasons to be considered when evaluating. Below are some factors to be
consider
Raw materials
Participants reaction- the trainee should be satisfied with the program and it should
thus have fulfilled his/her needs
Learning outcomes- enhanced knowledge, skills and attitudes
Behavior change (based on customer complaints)
Performance change
Performance change-individual and organizational performance
Cost effectiveness
4.2 Evaluation of training methods
When it comes to training methods feed back performance test and observation is done.
Furthermore interview, Performance test, questioners, knowledge test. Below are Different
training methods used by TESCO and how the effectiveness of each method have been
evaluated.
Observation
When it comes to mentoring shadowing in on the job training the preferred way to evaluate it
will be observation. When mentoring observation helps to understand human behavior of a
employee well. Observation yields a positive response from employees it more over shows a
insights on an issue.

Performance tests
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It helps to identify whether the employee has covered the given task. It brings out the
effectiveness of the employees.
Below is a review of the effectiveness of methods used
Method Advantage Disadvantage
Interview Since its face to face
it helps to understand
the employees
behavior.
Cost effective
Immediate feed back
If the employee is
lien it helps to
identify it

Takes consuming
The employees are
focused to give
answers
People get scared and
dont perform well
Environment can
effect the employee
Questioner Cost effective
Time consuming

Employees put
invalid information
Since cant see the
reaction of the face its
hard to understand
whether the person is
lien or not
Observation Helps to identify the
need of the employee
at the same time
Observation might
distract employee so
that the employee
want be able to
perform well





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5.0 Task 4
5.1 explain the factors influencing the role of UK government in training and
development
Education and training is seen in the UK as having a valuable contribution to make to
business life. The government plays a vital part in forcing through education and training
changes, for example by creating more Vocational Subjects in the school curriculum.
(Businesscasestudies, 2013)
According to BBC News UK is facing a skill shortage. This can be improved through training
and development. UK economy growth has grown and the percentage of lack of qualified
young people has well as increased this has attack the economy to a downturn. How ever
even number of jobs being created around UK there is shortage of employees. This has
increased in figure. (Virtual College 2011)
Furthermore UK spends on education and training to improve the productivity of the country
which will lead to achieve supply side movement in macro environment. The main areas UK
government spend in 2008 was mention below, Government spend exactly 575b on,
1. Social protection
2. Health
3. Education
4. Public order and safety
5. Defence
(Government spending, 2013)

It shows that the government has spent on education in 2008. When it comes to 2012 below
are the percentages.




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Function
-yr 2012 +yr
Total Spending 688.0 billion
Pensions 127.2 billion
Health Care 121.3 billion
Education 91.7 billion
Defence 45.8 billion
Welfare 115.1 billion
(UK Central Government)










Figure 8: Spending in Uk




In 2012 UK Government has spent 91.7 billion, f the government focus on this there
will be a better trained and developed people in UK.




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There is a disparity between skill supply and demand in UK
Systematic in UK is not properly done
Training hasnt given to the lower level employees, this has effect the flexibility
in lower level employees
UK doesnt have qualified employees compared to other companies this has effect
since there is not that much of employee to train the seniors
(Johonson.A 2013)
5.2 Explain how the development of the Competence Movement has impacted on the
public and private sector
Competence movement includes in increasing the use of performance in a sector. This
helps to measure the organizational and individual performance. Competence movement
use the problem based and experimental learning which will help the learner to focus
learners development of skills and abilities in the workplace. Its not about theoretical
knowledge.(Johonson.A 2013)

5.3 How contemporary training contributed to the human resource development in
TESCO and Sri Lanka government
There are many methods of contemporary training initiatives in UK
Learning and skills councils
Train to gain
Modern apprenticeship schemes-combines vocational education including core
skills development with experiencing in a sponsoring organization
Investors in people
New deal
University for industry and learn direct
Connexions
Union learning representatives
(Johonson.A2013)



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5.3.1How contemporary training initiatives contribute to HR development in
organizations like Tesco
It is important to have training and development programs in TESCO since the company
deals with people around the word and expands world wide. It is important that TESCO
gives proper knowledge to employees to work well and achieve the organization also and
well as the maintain the sustainability in the company. Tesco implement new training
methods when recruiting new employees to the company







5.3.2 What are contemporary training initiatives of Sri Lanka.
Even Sri Lanka is not the world best resources country. There are various development
programs in Sri Lanka which will help the people to develop there skills and obtain
satisfaction about them self and work harder towards a specific goals.
Technical colleges
SLIDA (Sri Lanka Institute of Development Administration)
German technical college
Teachers training schools
Hotel schools like SLITHM, Winston hotel school
NAITA ( National Apprenticeship and industrial training authority)
Above is few training development programs which is provide by Sri Lanka to the younger
generation. This will bring out a impact is Sri Lanka and in the future there want be a
shortage of skills since the people has been trained by this academics




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Conclusion
It is essential to have effective and efficient training development programs for TESCO
employees since it will help the company growth, in view of the fact that TESCO is a
company witch is meeting different consumers.
Efficient and effective training and development of employees is an essential element for
Tesco's continuing growth in an increasingly commercial world. Tesco requires employees
who are committed and flexible in order to aid its expansion of the business. The expansion
of Tesco relies on retaining existing customers and acquiring new ones. All customers need
to be confident and happy in Tesco. This relies on committed and flexible employees
delivering the highest standards of service to meet Tesco's objectives. Tesco's structured
approach to training and developing its existing and new employees provides a strong
foundation for its continuing growth











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Reference
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college.co.uk/news/UK-facing-significant-skills-shortage-expert-warns-newsitems-
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th
June ]
Johnson.A,2013.Government-led initiative in developing skill, Human Resources
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Leeds.ac.uk,2002.CompetenceMovement[online]Available
At: <http://www.leeds.ac.uk/educol/documents/00002216.htm>[Assessed on 16
th
June]
Businesscastudies.co.uk,2013. How training and development support business growth
[online] Available at: http://businesscasestudies.co.uk/tesco/how-training-and-development-
supports-business-growth/introduction.html#axzz2XJiM8tvx [Assessed on 2
nd
June]
Tesco corporate review2005,2013.Tesco[online] Available at:
<http://www.tesco.com/csr/f/f2.html>[Assessed on June 10th ]
Training and development,2012.Tesco careers[online] Available at:<http://www.tesco-
careers.com/home/working/training-and-development> [Assessed on June 10th]
Uk essays,2013. Method of training carried out by Tesco[online] Available at:
<http://www.ukessays.com/essays/management/methods-of-training-carried-out-by-tesco-
management-essay.php> [Assessed on June 20
th
]
Studies-online.org,2013.Tranining evaluation[online] Available at:<http://www.studies-
online.org/mgt413/notes/training_evaluation.pdf> [Assessed on 17
th
June]
Management study guide,2008.Levels of management [online] Available at:
http://www.managementstudyguide.com/management_levels.htm [Assessed on 26th June]
Businesscasestudies.co.uk,2013.Government and EU influence on business[online]Available
at:http://businesscasestudies.co.uk/business-theory/external-environment/government-and-eu-
influences-on-business-activity.html#axzz2XJiM8tvx[Assessed on 26
th
June]
Blurtit,2013.Advantages and disadvantages of coaching[online]Available at:
<http://www.blurtit.com/q7424445.html> [Assessed on12th of June]
Human Resource Development Individual Assignment
Batch 01 Page 26

Shipragupta,2009.Job shadow advantages and disadvantages[online] Available at :
http://shipragupta.wordpress.com/2009/05/28/job-shadow-advantages-and-the-disadvantages/
[Assessed on 23
rd
]
Economicslonline.co.uk,2013.Government spending[online]Available at:
http://www.economicsonline.co.uk/Global_economics/Fiscal_policy_government_spending.h
tml [Assessed on 25th june]
Ukpublicspending.co.uk,2013.UK central Government[online] Available at:
http://www.ukpublicspending.co.uk/total_spending_2012UKbn [Assessed on 27th June]