• Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

Human Resource Management - learning styles, Government training programmes in Trinidad and Tobago

Extracts from this document...

Introduction

NAME: REANA SINGH COURSE: BTEC HND HUMAN RESOURCE MANAGEMENT SUBJECT: HUMAN RESOURSE DEVELOPMENT DUE DATE: 27TH APRIL, 2011 TASK 1 'I don't need theory or models. I just need financial resources'. This statement made by the Chief Operating Officer who is responsible for the organisation's Human Resource Development. According to Honey and Mumford (1992) they noted that 'people vary not just in their learning skills but also in their learning styles'. They formulated a popular classification of learning styles in terms of the attitudes and behaviours which determines the individual's preferred way of learning. These styles are the Activist, Reflector, Theorist and Pragmatist. The activist learning style is a person who will try anything which involves new experiences. They are open-minded and enthusiastic but are easily bored by long term implementation and consolidation. They act first and think about consequences later. They are the type that likes challenges, tackling problems and brainstorming. On the other hand the reflector style is a person who stands back and observes and think about new experiences. They analyse all data available before making a decision. This type of style may be used by a person who likes to adopt a low profile and also likes to listen and observe others carefully. With the theorist style this person thinks on logic. Theorists are eager on basic assumptions, principles, theories, models and system thinking. This style displays rationality and logic and has a clear purpose and structure. It is interested in certainty and likes to analyse reasons for success or failure. The pragmatist style is keen on trying out new ideas, techniques and theories to see if it actually works in practice. This style offers techniques with practical applications and likes to respond to opportunities and problems as a challenge. ...read more.

Middle

Stated in the policy, it will guide "a comprehensive set of initiatives for the advancement of tertiary education, Technical and Vocational Education and Training (TVET) and lifelong learning through the development of a coherent, effective and integrated sector that provides multiple pathways for all citizens to navigate successfully through a seamless education and training system." From this policy the government has implemented many training and development programmes to improve citizens from all age sectors to help in promoting education and training of different skills. The government has a very important role in training and development due to the fact that they have the resources, research and data available to implement programmes such as these. The government gives the citizens a chance to continuously improve in learning and development with some of the programmes available such as Prior Learning Assessment Recognition (PLAR), Multi-Sector Skills Training Programme (MuST) and Retraining Programmes. In Trinidad and Tobago there is Trinidad and Tobago National Vocational Qualification (TTNVQ) which is a standardised national vocational qualification for courses that are pursued in the area of technical and vocational training and education. Presently, these TTNVQ's are currently being developed and introduced in Trinidad and Tobago by the National Training Agency (NTA). NTA is the central coordinating agency for vocational and technical education and training. This agency conducts training for Assessors and Internal Verifiers for training providers offering programmes that are leading to the award of TTNVQ's. TTNVQ's main aim is based on a person's competence within the world of work. The candidates are assessed under actual workplace conditions where there is more importance on competency based assessment. This program prepares the candidate with the required skills to competently perform the job in main accordance with the standards required by the industries. ...read more.

Conclusion

By encouraging investment in skills and education the country will become a diverse workforce and having a benchmark standard it will raise the standard and quality of training and education. Secondly, is developing the national training infrastructure which would be the establishment of an integrated framework of vocational qualifications based on national standards. Trinidad and Tobago government has established some programmes in the vocational and technical areas which are proved to be very successful in the past and present. Third, with these programmes implemented, the government should have policy measures for consultants. They should have a board to choose consultants because they have standards on what consultants should meet when training and developing. The government should get people that are qualified and competent and should have a regulatory body to set standards for consultants. Fourth, the government should also establish a national network of regionally-based institutions which would co-ordinate, finance and administer delivery of the national training programmes. This network will allow links between local authorities, career services in schools and local job centres which would foster business support and community awareness. These provided will aid the public in choosing a path for development and training opportunities. A fifth improvement that can be made in the government is it should provide funding for specific initiatives to support HRD, where the local or regional market alone fails to maintain sufficient levels of demand and investment. A number of initiatives are presently aimed at enhancing the employability of young people and their access to training and development. The last improvement is to stimulate the demand for learning which would set out the government's vision which is 'lifelong learning'. This should be able to drive up the demand for learning with all types of individuals. Once individuals are encouraged to develop and learn, it may improve their employability and the individuals will have openness to learning and developing continuously. ...read more.

The above preview is unformatted text

This student written piece of work is one of many that can be found in our International Baccalaureate Business Studies section.

Found what you're looking for?

  • Start learning 29% faster today
  • 150,000+ documents available
  • Just £6.99 a month

Not the one? Search for your essay title...
  • Join over 1.2 million students every month
  • Accelerate your learning by 29%
  • Unlimited access from just £6.99 per month

See related essaysSee related essays

Related International Baccalaureate Business Studies essays

  1. Compare and contrast the management styles of Richard Sinclair and Joe Enfente.

    He appoints store managers similar to himself. Employees do not contribute to decision making, but many say that they respect Joe's business sense and the opportunity to share in profits and earn high bonuses keeps them working for Clear Sounds."

  2. Project Management - planning an all inclusive carnival concert in the North Western end ...

    Presently, the company has the contract to put on an all inclusive carnival concert in the North Western end of Trinidad. Best Shows currently employs 3 event managers and 5 administrative assistants but the event managers are currently tied up in smaller projects, which is why I was hired as Project Manager responsible for this project.

  1. Leadership styles and analysis of my leadership skills.

    workplaces of "bossing employee around" without any consideration of human feelings or respect for humanity. The weakness to this type of leadership style is that most people perceive this type of leadership has been bossy and too much authoritative. *This picture describes A*utocratic style of leadership I want this task done............

  2. Working With and Leading People. Theories of leadership.

    period of time is by evaluating, rewarding, supporting, supervising and monitoring the team. The team should be supported by the organisation; this would encourage and motivate the team into accomplishing the goals and objectives of the organisation. Many teams have problems such as conflicts and disagreements between team members but

  1. Advance Professional Development

    want yourself promoted then you need to plan well in order to be successful. "Being good at your job doesn't automatically mean that you'll get promoted, being promotable on the other hand increases your chances of success and helps you to take the career steps you are aiming for " [1].

  2. Business plan for Laundry Toaster laundry dryer.

    ? Lack of focus on differentiation evident by some smaller wardrobe furniture manufacturers & retailers. ? Substantial fragmentation in the wardrobe retail channel resulting in lower buying power for independent retailers & more fragmented market for manufacturers to supply. ? Minimal or no acceptance by consumers during 2012 and 2013 of price rises of non-differentiated products.

  1. Organisational Behaviour (in short called as OB) is concerned with the study of the ...

    a perfume brand, and divisional manager B about a shampoo product, both produced from the same firm. Advantages ? Specialisation may increase since each departments? staff are focussed only on one product ? profits or losses can be analysed separately by each product, therefore it is easier to make decisions.

  2. Ford Company Analysis - corporate structure and financial analysis

    debt = 99.488bn = $99,488,000,000 Equity: 3.81bn of shares x 11.45$ = 43.62bn = $43,620,000,000 Value: 143.108bn = $143,108,000,000 Regression results when comparing Fords monthly 5-year returns to market indexes next: Coefficientsa Model Unstandardized Coefficients Standardized Coefficients t Sig. Collinearity Statistics B Std.

  • Over 160,000 pieces
    of student written work
  • Annotated by
    experienced teachers
  • Ideas and feedback to
    improve your own work