Njw10 British Multinational Banking Answers Assessment Answer

Answer:

HSBC is a British multinational banking as well as financial services holding organization tracing the origin in Hong Kong(HSBC.com, 2017). HSBC was founded in the year 1865 between West and Asia and in the present era, it is the world’s largest banking sector.  HSBC is the world’s largest bank in order to the total assets and it was established in London in the year 1991. HBC has over 4,000 offices in more than 70 countries as well as territories that are across Europe, North America as well as South America and they are having more than 37 million customers as well. HSBC is well positioned in the markets that are fast growing in nature and this is adding to the benefits from the different engines of global growth as well.

            The other aim of the HSBC bank is the continuous growth as well as connecting the different individuals who are the customers of the respective bank to the different opportunities(Osituyo, Marnetand Dawson, 2017). This will help HSBC bank in enabling different businesses to thrive as well as the economies to prosper properly as this will ultimately help people to fulfill the different hopes as well as realize the ambitions of the customers as well. The HSBC bank is listed in the different countries as well as territories such as London, Paris, Bermuda stock exchanges. This has helped HSBC bank in holding more than 203,000 shareholders in more than 132 countries as well as territories as well. 

Task 1  A.  Comparison of different learning styles

            There are different styles of learning that are diverse in nature and it has to be followed by the organization as this will help in understanding the best fit for the individuals. The different styles of learning are as follows:

  • The activist employees are the ones who involve themselves into different kinds of task and involves in continuous change in the different activities. These are the individuals who are the ones who move from one experience to other experiences within a short span of time (Wilson 2014).
  • The theorist employees are the ones who are the perfectionists who basically prioritize theories as well as logics before making a proper and important decision. They are the ones who are strict in the theoretical approach and their decisions are not from previous learning.
  • The reflector employees are the ones who do not take proper initiatives as well as search for the different opportunities. These are the employees who sit back as well as collect different data through proper logical decisions. These individuals do not participate actively into different kinds of activities and they only listen to the different points of the other individuals.
  • The pragmatist employees are the ones who are practical on nature and they make proper use of the opportunities that comes to them. They are the ones who take much different challenges by proper confidence in the learning experience

Style of learning followed

HSBC employees follow the pragmatic style of learning as this helped the employees to gain more confidence in taking up different opportunities as well as challenges. Through this style, the individuals follow proper maintenance of the profile of competency in order to improve the areas that need proper review. The off job training techniques help in improving the efficiency of the employees as well as make proper effective decisions. The programs related to training are investments of the respective company as this helped the employees in increasing the level of output that will increase the output as well.

B. Role of the learning curve as well as importance of the transferring of learning to the workplace of HSBC

Learning curve: This is the continuous process that is gained with proper experience and this helps in bringing proper efficiency as well as perfection to new task that will be significant in nature. Through proper building of different experience, this helps in making the employees focused on the development of the skills that are new in nature as well as set path for career. As HSBC set up a new business values as well as strategies, the employees faced with different challenges in the changing environment as well.

Significance of the transfer of knowledge: The performance coaches as well as the line managers share different knowledge about different performances and make them aware about the different issues that are faced by them. Proper workshops is essential in nature as this will help them in understanding the core values as well as enhancing the knowledge and this will help in earning proper efficiency in the work performed by them.

Effect of the learning curve: Proper transfer of knowledge is not communication but it is the proper sharing as well as tacit that will help in helping the employees to build the skills as well as proper effectiveness will be maintained in the job as well. These are the wide areas of improvements that are required in the learning of the employees in order to gain proper competitive advantage (Jamali et al. 2015).

Contribution of learning styles as well as theories: This will help in providing proper conceptual framework to achieve the objectives of the learning. The style of learning will be used that will be dependent on the way the employees prefer and this will be discussed in the training programs. In this training program, proper analysis will be done according to the expectations as well as desires of the individuals.

Relationship between theories as well as events along with learning style: This will help in analysis of the style that will be used in order to make the learning more effective in nature. The respective organization requires proper leadership skills as this will help in improving the capabilities and efficiency in the work as well. These are the needs that help in identifying the types of learning along with theoretical explanations that can be designed to achieve the targeted objectives (Garavan et al. 2016).

Contribution of the learning event as well as theory: The style of learning used by HSBC Bank will help in focusing most on the effective result through different events of learning. In order to plan as well as design such event, the organization needs to focus properly on the different options of learning. The theories on learning will help in relating to the theories of learning in order to execute focused as well as objective oriented facility of training (Reesand Smith 2017). 


Task 2

            There are different training needs and requirements that have to be provided to the different employees in the organization. The junior level employees in the organization has to be properly trained in HSBC with the help of off the job training techniques such as through conducting seminars as well as audio visual techniques. This method is used for the training of the junior employees as this will help them to adopt the new techniques in a short span of time.

            On the other hand, the mid level employees are trained in the respective organization with providing proper tutorials as well as job rotation as this will help in making them aware about the tasks of the different departments in the organization as well. The role play will be the best option that can be applied to the individuals in the organization and this will be helpful as well in making the employees train about the different activities.

Lastly, the senior level employees can be provided proper training with the help of technology based learning in HSBC bank as well as scenario planning in the organization as well.

The different requirements for providing training to the junior level employees in the organization are:

  • This will help in analyzing the current skills level of the employees in the organization and identify the gaps in the skills of the employees as well
  • Proper planning is required to bridge the gaps in the knowledge and skills of the employees

On the other hand, the requirements of the training needs for the mid level employees are due to:

  • The training will help in analyzing the performance of the individuals in the organization and this will help in increasing the knowledge of the employees in the organization
  • The training will help in imparting the new skills among the employees systematically as this will help them in learning quickly
  • The training methods will help in improving the overall performance of the organization (Sungand Choi 2014)

Lastly, the training needs for the senior level executives in the organization are due to:

  • This will help the entire organization to generate huge amount of productivity
  • This will help in increasing the morale of the individuals in the entire organization
  • The training will help in for the overall growth of the entire organization and this will help in effectiveness of the organization as well.

These are the training needs of the staffs in the organization as this will help in analyzing the different performances of the organization and make the entire process effective in nature.

B. There are different theories based on the training and development of the employees that will help the individuals in performing the different tasks effectively and efficiently in nature.

Constructivism learning theory will help the employees in actively participating in the learning of different tasks through on the job training methods. This particular theory will help in analyzing the employees’ ability to perform the different tasks efficiently in nature  (Tahir et al. 2014).

Cognitive learning theory is another theory that is making the employees internalize about the different information as well as facts. The cognitive learning theory will help the employees in improving the performance of the different tasks performed by the individuals through proper implementation of different strategies.

Advantages of the on the job training methods

  • Simple method of learning
  • Most economical process of learning (Dhar 2015)
  • Proper and accurate productivity immediately

Disadvantages of the on the job training methods

  • It is a rushed process
  • Low level of productivity at certain times (Elnagaand Imran 2013)
  • It creates disturbance

Advantages of the off the job training methods

  • More like classroom teaching
  • Audio visual method will help in making the process successful
  • Economical method

Disadvantages of the off the job training methods

  • Method is detached from the actual workplace
  • Quality can detoriate
  • Production may hinder

C. Course Title:  Training and development programme

Participants: Junior, mid and senior level employees

Lead Tutor:

Other tutor:

Duration of the event: 2 days

Venue: Office conference Room with hearing loops. Proper usage of seminar rooms as there will be many employees

Accommodation arrangements: Conference room with 60 chairs and laptops as this will help in training of the employees

Food: Lunch and snacks will be provided around 12:00 P.M and at 5:30 P.M

Tea/Coffee arrangements: At 3:00 P.M

Certification [if any]: None

Others:Guest speaker will be invited on the last day of the training programme

Pre-course activities:

Proper seating arrangements of the employees

Materials to send to participants:Handout of the off and on the job training techniques to the employees 

Day 1

Time

Activity

Resources [smart board, DVD player, video-link, etc]

Lead Tutor

0930-1100

Welcome programme and overview of the programme

Smart board 

1100-1130

Making the employees work on the off the job training methods

DVD player 

1300-1400

Employees working  on smart boards

Smart Boards 

1400-1530

Lunch Break

DVD player 

1530-1600

Explaining the employees about the different tasks

video-link 

1600-1730

Snacks

Day 2

Time

Activity

Resources [smart board, DVD player, video-link, etc]

Lead Tutor

0930-1100

Employees working on the job training

video-link 

1100-1130

Employees performing tasks themselves

DVD player 

1300-1400

Lunch Break 

1400-1530

Proper understanding about the different tasks

Smart board 

1530-1600

Wrapping the tasks

DVD player 

1600-1730

Snacks 

Post-course activities:Making the employees work on the on the job process and then live

Future contact with participants: Taking the contact number of the individuals and on going support in future if they require

Course Budget: The development costs that is related to the materials that has been provided to the employees and the guest speakers

There are indirect costs as well as that includes the cost of the preparation for training of the employees

Course approved by

Comments: NIL 

Task 3

Methodology of the different evaluations: In order to evaluate the different outcomes of training managers will properly use the different methodology in order to properly judge the effectiveness as well as efficiency of the different events. The Five tiered Approach has been used as this framework will help in evaluating the entire program in different five stages and proper comparison has been done with the actual outcome along with the expected outcome of the respective program (Reynolds 2017). The main purpose is to analyze whether the five stages has met the requirements:

  • Require assessment as this helps in answering the question regarding the actual problem. The answer will help in dictating the requirement of the training program.
  • Proper monitoring as well as accountability is essential in nature as this helps in evaluating the different level of needs in order to understand the effectiveness of the event (Richey and Klein 2014)
  • The clarification of the progress helps in understanding the effectiveness of the event that can be made in order to generate proper effectiveness as well as efficiency
  • The progress helps in defining the evaluation of the program of the participant questions as well as answers and the progress of the participants as well
  • The impact of the program is the experimental approach that helps in evaluating the long term effect of the respective training program (Reynolds 2017)

Progress of the training program documentation

            The process of the evaluation as this will help in assessing the program that is qualitative (Sungand Choi 2014). The three methods is essential in identifying the gap at different levels of the event of training.

  • Trainee/Trainer feedback will help in understanding the event requirements at the end. The feedback is essential in nature as this will help the managers in identifying the impact on the related parties (Sankey and Machin 2014)
  • Observation is essential as this helps in observing the different participation as well as the activities and their effects of the both external as well as internal factors on the event of the training. This will help in showing the positive as well as negative aspects of the event and the different steps that are necessary to be taken by them (Nguyen et al. 2014).
  • The comments of customers are essential in nature as this will help in analyzing the requirements of the change that are needed in making the system more effective in nature.

Documents that are used for evaluation are:

  • Improvement in the quality is essential as this will help in analyzing the quality of the product is assessed. This will help in analyzing the improvements required for the providing proper service to the customers (Noe et al. 2014).
  • Proper service to the customers is essential in nature as well as this will help in understanding the proper requirements of the improvements that are required for making the customers satisfied with different kinds of services. This will help in gaining proper evaluation for the entire production (McCleskey 2014).
  • Efficiency in the production is essential in nature as the training will entirely focus on the bringing of huge efficiency as well as effectiveness in the workplace as this will help in providing proper motivation to the different individuals at the workplace. The productivity is essential in the workplace as the change in the entire productivity can be measured properly in the entire process of the evaluation (Sungand Choi 2014).
  • Change in the sales is essential in nature as this will help in changing the positive or negative through the proper program of training as this will help in identifying the effect of the program of the training (Reynolds 2017).

   b.  The event of the training is essential and effective in nature with proper as well as active participation of the employees with enthusiasm. In the first event, the service to the customers’ scenario was provided and there were different good as the groups provided well as realistic solutions. In the proper session management of the discussion, the management teams as well as the other participants helped in receiving more flexible as well as feasible solutions. The actual benefit was received during the proper solving of the issues and the employees found that the necessary steps in improving the service to the customers that has to be provided (Mahoney 2015).

C.  Five Tiered evaluation techniques was a useful technique in evaluating the success of the entire event in the work environment that is real in nature (Kyndt et al. 2014). The system helped in evaluating the expected as well as actual benefit in order to start out a proper diversion as well as feasibility of the event related to training. During the entire procedure of the assessment of the employees, the managers helped in providing the problems as well as the critical activities that has affected adversely the process of the entire development.

Furthermore, it is easy to figure out the cost benefit ratio wherein proper improvements are required. The management will found successful system of assessment that is critically analyzed with proper steps as well as policies that are properly taken by the Human Resource managers. Proper analytical as well as logical improvements are made in order to generate proper output as well as proper result in the entire performance (Mahoney 2015). 

Task 4

The government of United Kingdom plays a significant role in the development as well as training of the employees of the different firms. The government has properly arranged different programs of training with the help of expert to make sure the employees to develop proper standard of the performance (Gall, Gall and Borg 2014). HSBC bank is giant financial services provider in UK and it is the duty of the UK government to concern about the entire internal development of the performance of the bank (Field 2017).

The involvement of government is essential in the process of training, as this will help the employees in the organization to pursuit proper knowledge from the entire working atmosphere. Furthermore, the banks cannot or may not be able to spend much on the training facilities of the employees and the organization. In such cases, the firms are properly benefitted from the different government institutions and this will help in the proper development of the human resource practices as well (Garavan et al. 2016). Furthermore, the industries are flourishing quickly and this will help in gaining proper human resource activities effectiveness along with proper quality of the standard as well.

This will help in creating proper advantageous situation as well (Sung and Choi 2014). This will help in improving the entire quality of the standard and this will provide knowledge in the entire working atmosphere.

            The movement of the competency helps in understanding the concerns of the different employees and understanding the gap in the performance of the different firms as well. The private companies are properly investing more in order to gain competitive advantage as well (Edwards, Sieminskiand Zeldin 2014). The companies do not want any kind of competency in the fall of performance of the employees or low productivity of the employees in the organization as well (Susomrith and Coetzer 2015). The firms need to provide proper motivation to the employees as this will help in gaining proper competitive advantage and this will help in achieving proper results as well.

The process of learning is never ending process and the qualification that is provided is to grow the confidence of the individuals as the growth in the economy can affect the growth of the entire economy as well. On the other hand, the public companies in the world have tried to improve their competencies by properly lifting up the entire performance as well. The higher development process as well movement of the competencies in the faster development as well (Elnagaand Imran 2013).

C. Proper contemporary training is essential wherein the training will help in providing proper stability in the economy growth as well. The training is vocational in nature and the main aim is to learn the different essential areas of the business as well. Proper successful training programs are held, as this will help in increasing the effectiveness of the employees. As the entire company is affected by the different performances of the employees in the different organizations, the government has applied further efforts that are possible in nature in designing the different best learning options that are required in the needs of the learning process.

Proper development of the training techniques for the different employees in the organization as this will help in gaining proper competitive advantage and this will help in making the employees aware about the different techniques that are essential in making the system more efficient as well as effective as well (Armstrongand Taylor 2014).

For HSBC bank, the initiative of the training is essential in nature as this will help in gaining proper competitive advantage in the entire company. HSBC Bank has tried in developing as well as changing different core values and this will make it entirely successful when the training facilities will be applicable for the training of the different employees as this will help in providing proper training facilities to the employees in the organization as well. The training is evaluated in concentrating the different expectation of the customers as well as competitive position in the market as well. This will help in generating proper participation of the different individuals with proper implementation of the contemporary learning as per the structure of the firm as well as the requirements of the different employees.

Conclusion

            Therefore, it can be inferred that HSBC bank is a leading bank that has possessed huge impact on the entire economy. The management has brought different kind of facilities in making the performance better and this will help in making the training more effective as well as efficient in nature as well.  These have helped the firm in staying and fighting for gaining competitive advantage in the entire competitive market as well.

This has helped the entire firm to stay competitive in nature and gaining more loyalty in the customers as well. Furthermore, for other different learning requirements as well as the necessities for development, it is essential in nature to identify the different critical areas as well as the organizational problems for proper effective implication of different theories as well as practices. The full support of the employees in the organization will help in achieving proper work environment s well as the structure of the entire organization as well. 

References

Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management practice. Kogan Page Publishers.

Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, pp.419-430. (Dhar 2015)

Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, pp.419-430.

Edwards, R., Sieminski, S. and Zeldin, D. eds., 2014. Adult learners, education and training (Vol. 2). Routledge.

Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European Journal of Business and Management, 5(4), pp.137-147. 

Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European Journal of Business and Management, 5(4), pp.137-147.

Field, P.P., 2017. Learning to Facilitate Implications for Skill Development in the. The Professionalization of Public Participation.

Gall, M.D., Gall, J.P. and Borg, W.R., 2014. Applying educational research: How to read, do, and use research to solve problems of practice. Pearson Higher Ed.

Garavan, T., Watson, S., Carbery, R. and O’Brien, F., 2016. The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice. International Small Business Journal, 34(6), pp.870-890.

Garavan, T., Watson, S., Carbery, R. and O’Brien, F., 2016. The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice. International Small Business Journal, 34(6), pp.870-890.

HSBC.com. (2017). HSBC Group corporate website | HSBC Holdings plc. [online] Available at: https://www.hsbc.com/ [Accessed 20 Oct. 2017].

Jamali, D.R., El Dirani, A.M. and Harwood, I.A., 2015. Exploring human resource management roles in corporate social responsibility: the CSR?HRM co?creation model. Business Ethics: A European Review, 24(2), pp.125-143.

Kyndt, E., Onghena, P., Smet, K. and Dochy, F., 2014. Employees’ willingness to participate in work-related learning: a multilevel analysis of employees’ learning intentions. International Journal for Educational and Vocational Guidance, 14(3), pp.309-327.

Mahoney, A., 2015. Commitment and Employee Development: Comparing Generations X and Y.

McCleskey, J.A., 2014. Situational, transformational, and transactional leadership and leadership development. Journal of Business Studies Quarterly, 5(4), p.117.

Nguyen, H., Groth, M., Walsh, G. and Hennig?Thurau, T., 2014. The impact of service scripts on customer citizenship behavior and the moderating role of employee customer orientation. Psychology & Marketing, 31(12), pp.1096-1109.

Noe, R.A., Wilk, S.L., Mullen, E.J. and Wanek, J.E., 2014. Employee Development: Issues in Construct Definition and Investigation ofAntecedents. Improving Training Effectiveness in WorkOrganizations, ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ: Lawrence Erlbaum, 1997), pp.153-189.

Osituyo, O., Marnet, O. and Dawson, I., 2017. Transparency or adumbration in risk reporting? An in-depth study of HBOS and HSBC.

Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international perspective. Sage.

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Richey, R.C. and Klein, J.D., 2014. Design and development research: Methods, strategies, and issues. Routledge.

Sankey, K.S. and Machin, M.A., 2014. Employee participation in non?mandatory professional development–the role of core proactive motivation processes. International Journal of Training and Development, 18(4), pp.241-255.

Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations. Journal of organizational behavior, 35(3), pp.393-412.

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Susomrith, P. and Coetzer, A., 2015. Employees’ perceptions of barriers to participation in training and development in small engineering businesses. Journal of Workplace Learning, 27(7), pp.561-578.

Tahir, N., Yousafzai, I.K., Jan, S. and Hashim, M., 2014. The Impact of Training and Development on Employees Performance and Productivity A case study of United Bank Limited Peshawar City, KPK, Pakistan. International Journal of Academic Research in Business and Social Sciences, 4(4), p.86.

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