HND BUSINESS
UNIT 23: HUMAN RESOURCE DEVELOPMENT
CONTENT……………………………………………………………………………………………………………………………………PAGE
NO.
Human Resource Development: unit 23
Introduction:
, The HR development is all about the training and development programs and their
comparative usefulness and effectiveness
1.1 Compare different learning styles and learning styles.
Learning:
The activities involving urge to gain knowledge to improve skills and intellectual level. It is a
continuous process one can gain something in order to enhance his knowledge regarding
any particular subject learning bring change in the performance of individual, it enhances
the potential.
There are four learning styles according to Peter Honey and Alan Mumford, the study was
based on the work of Kolb.
1. Activist
2. Theorist
3. Pragmatist
4. Reflector
1. Activist
Activists implicate themselves fully and without prejudice in fresh experiences. They relish
the at this point and currently, and are glad to be led by instant experiences. They are open-
minded, not cynical, and this inclines to make them passionate about anything innovative.
Their viewpoint is: "I'll try anything once". They tend to thrive on the challenge of new
experiences but are bored with implementation and longer term consolidation. They are
extrovert people frequently linking themselves with others. They learn by doing tasks rather
than researching. The people whom are initiative when a situation is presented to them
rather than being inactive. These people are courageous and would not mind to take risks.
They are open minded and clear in their vision and does not hesitate to take a plunge.
2. Theorist
Theorists adjust and incorporate observations into intricate but plausibly sound concepts.
They contemplate problems through in a upright, step-by-step rational approach. They
integrate dissimilar facts into intelligible theories.
These learners do their research before understanding actions. These people need theories,
models, concepts and facts in order to involve in the process of gaining knowledge. They like
to evaluate and analyze, bringing new data into systematic and logical theory.
, 3. Pragmatist
Pragmatists are highly focused on trying out new ideas, philosophies and methods to
comprehend if they work in practice. They confidently pursue new notions and take the
leading chance to test with the applications. They are the kind of persons who return from
courses full with new ideas that they want to try out in practice. They like to get on with
things and act swiftly and confidently on notions that fascinate them. These people learn
the most when guided by practical considerations. They try to see in what ways to put
learning in the real world. They do experiments; try new ideas, innovations, models and
procedures to find if such would work in the real world.
4. Reflector
Reflectors like to stand back to brood over experiences and witness them from many
different viewpoints. They gather information, both first hand and from second hand, and
favor to think about it comprehensively before reaching a decision. Thorough gathering and
examination of information about involvements and proceedings is what counts so they
tend to postpone reaching conclusive conclusions for as long as possible. Their philosophy is
to be cautious. They are thoughtful people who like to consider all possible angles and
implications before making a move. They prefer to take a back seat in meetings and
discussions.
These people learn by observing and analyzing what is happening. They do not believe in a
leap of faith rather they would watch from the side lines. They prefer it to analyze a
situation from a safe distance and then make conclusions from the outcomes observed.
1) Visual
2) Auditory
3) Reading /writing
4) Kinesthetic (sensory)
1. Visual:
Prefer to see information to visualize the connection between ideas. Charts and graphics
make presentation highly imaged and present the relationship between various points.
Auditory:
Prefer to hear information rather than reading or visualizing it delivers information out
booming to remember. It gives them a chance to repeat the point back to you by question
and asking audience for answer.
Reading/writing:
Learn best when you judge it reading and writing relate with text is more powerful for
them than hearing and seeing images learner give quizzes which give them chance to write
what they have accomplished present them with illustrate grants of you demonstration so
they can read along with you.
Kinesthetic :
(sensory/physically) experimental learning learn best by performing smear in a few
exercise that get your audience to stick up and move around in setup to demonstrate
UNIT 23: HUMAN RESOURCE DEVELOPMENT
CONTENT……………………………………………………………………………………………………………………………………PAGE
NO.
Human Resource Development: unit 23
Introduction:
, The HR development is all about the training and development programs and their
comparative usefulness and effectiveness
1.1 Compare different learning styles and learning styles.
Learning:
The activities involving urge to gain knowledge to improve skills and intellectual level. It is a
continuous process one can gain something in order to enhance his knowledge regarding
any particular subject learning bring change in the performance of individual, it enhances
the potential.
There are four learning styles according to Peter Honey and Alan Mumford, the study was
based on the work of Kolb.
1. Activist
2. Theorist
3. Pragmatist
4. Reflector
1. Activist
Activists implicate themselves fully and without prejudice in fresh experiences. They relish
the at this point and currently, and are glad to be led by instant experiences. They are open-
minded, not cynical, and this inclines to make them passionate about anything innovative.
Their viewpoint is: "I'll try anything once". They tend to thrive on the challenge of new
experiences but are bored with implementation and longer term consolidation. They are
extrovert people frequently linking themselves with others. They learn by doing tasks rather
than researching. The people whom are initiative when a situation is presented to them
rather than being inactive. These people are courageous and would not mind to take risks.
They are open minded and clear in their vision and does not hesitate to take a plunge.
2. Theorist
Theorists adjust and incorporate observations into intricate but plausibly sound concepts.
They contemplate problems through in a upright, step-by-step rational approach. They
integrate dissimilar facts into intelligible theories.
These learners do their research before understanding actions. These people need theories,
models, concepts and facts in order to involve in the process of gaining knowledge. They like
to evaluate and analyze, bringing new data into systematic and logical theory.
, 3. Pragmatist
Pragmatists are highly focused on trying out new ideas, philosophies and methods to
comprehend if they work in practice. They confidently pursue new notions and take the
leading chance to test with the applications. They are the kind of persons who return from
courses full with new ideas that they want to try out in practice. They like to get on with
things and act swiftly and confidently on notions that fascinate them. These people learn
the most when guided by practical considerations. They try to see in what ways to put
learning in the real world. They do experiments; try new ideas, innovations, models and
procedures to find if such would work in the real world.
4. Reflector
Reflectors like to stand back to brood over experiences and witness them from many
different viewpoints. They gather information, both first hand and from second hand, and
favor to think about it comprehensively before reaching a decision. Thorough gathering and
examination of information about involvements and proceedings is what counts so they
tend to postpone reaching conclusive conclusions for as long as possible. Their philosophy is
to be cautious. They are thoughtful people who like to consider all possible angles and
implications before making a move. They prefer to take a back seat in meetings and
discussions.
These people learn by observing and analyzing what is happening. They do not believe in a
leap of faith rather they would watch from the side lines. They prefer it to analyze a
situation from a safe distance and then make conclusions from the outcomes observed.
1) Visual
2) Auditory
3) Reading /writing
4) Kinesthetic (sensory)
1. Visual:
Prefer to see information to visualize the connection between ideas. Charts and graphics
make presentation highly imaged and present the relationship between various points.
Auditory:
Prefer to hear information rather than reading or visualizing it delivers information out
booming to remember. It gives them a chance to repeat the point back to you by question
and asking audience for answer.
Reading/writing:
Learn best when you judge it reading and writing relate with text is more powerful for
them than hearing and seeing images learner give quizzes which give them chance to write
what they have accomplished present them with illustrate grants of you demonstration so
they can read along with you.
Kinesthetic :
(sensory/physically) experimental learning learn best by performing smear in a few
exercise that get your audience to stick up and move around in setup to demonstrate
