Human Resource Management and Development

This assignment explores various aspects of human resource management (HRM) and development. It delves into topics such as the impact of HRM practices on employee engagement and behavior, the role of knowledge management in organizational success, and the importance of adaptability in a changing work environment. The provided sources offer insights into effective HRM strategies, the link between HRM and corporate entrepreneurship, and the challenges of managing human resources within educational institutions.

HUMAN RESOURCE
DEVELOPMENT
1

Table of Contents
INTRODUCTION...........................................................................................................................3
LO 1.................................................................................................................................................3
1.1 Comparison of different learning styles................................................................................3
1.2 Explanation of the role of learning curve and the importance of transferring learning to the
workplace.....................................................................................................................................3
1.3 Assessment of the contribution of leaning style and theirs when planning and designing a
learning events.............................................................................................................................3
LO 4.................................................................................................................................................3
4.1 Explanations of the role of government in training development and lifelong learning.......3
4.2 Explanations of how the development of competency movement has impacted on public an
private sector................................................................................................................................4
4.3 Assessment of how contemporary training initiatives introduced by UK government
contribute to human’s resources development for sun court Ltd................................................5
LO 2.................................................................................................................................................6
2.1 Comparison of various training requirement at various level in the Sun court Ltd..............6
2.2 Assessment of advantage and disadvantage of training method used in at sun court Ltd.....7
2.3 Use a systematic approach to plan training and development event.....................................9
LO 3...............................................................................................................................................11
3.1Prepare an evaluation of training event................................................................................11
3.2 Carry out an evaluation of training event............................................................................11
CONCLUSION..............................................................................................................................11
2

INTRODUCTION
In every business organisation human resources plays a very crucial role in order to survive
business activities and attain the business objective. In the absence of employees, no business
enterprise can run their entity and get success in the market. Every organisation requires highly
skilled and talented employees so as it can get effective success and profitability and compete
with rivals in an effective manner. By skilled and talented workforce, company’s productivity
and profitability can also increase (Panagiotakopoulos, 2013). Thus, business entity requires to
make such arrangements through which humans resources can develop their personality and
professionalism. In this manner training and development programs can highly support to
employees through which they can gain effective skill, knowledge, quality and ability of
effective working in the organisation. The following report provides a depth knowledge and
understanding about employee’s development and growth in the business enterprise. The role of
learning curve and the importance of transferring learning to the company have been also
addressed in this report. In addition to this, advantage and disadvantage of training methods has
been also discussed in this report. Moreover, the role of government in training development and
lifelong learning has been also studied in this report.
LO 1
1.1 Comparison of different learning styles
Every individual have different kind of learning style through which they learn something
new in their life. Learning is a process under which individual can learn new skill ,ability and
knowledge. It is very important for individual for select specific learning style to get success in
the organisation. There are various kind of learning style which are as follows-
Honey Mumford learning style-
Manager of the Sun court limited requires to adopt effective learning style so as employees
performance can improve. Following are some kind of learning style-
3

 Activist- This is open minded person who learn from the observation, thinking, analysis
and souring environment. The main objective of this learner is to maintain regular
changes in thinking and level of performance in the business enterprise.
 Theorist- This kind of person learn from the model , statistics, real facts, different
theories, arguments etc. With assist of these content, individual can engages in the
learning process (Sánchez and Soriano, 2011).
 Pragmatist- This kind of learner develop the practical knowledge and theories into the
real world and believes in the development of new concept with their own knowledge and
experience.
 Reflector- This kind of learner observe the things and thinking about what is happening
around them. . Furthermore, they used to stand behind and used to see experience from
number of various perspectives.
4

1.2 Explanation of the role of learning curve and the importance of transferring learning to
the workplace
Learning curve assist in demonstrate the cost per unit of output decrease over time with the
increase in experience of the employees. With assistance of this learning curve, company can
effective develop production planning, cost forecasting and setting delivery schedule. It is a kind
of geographical presentation which show the learning criteria of individual in the organisation.
The main role of learning curve is to take decision related to following-
 Proper allocation of available resources and effective utilisation within the organisation
 Determination of monetary and non monetary rewards and incentive schemes for all
personnel in the organisation (Thompso and Kleiner, 2015)
 Pricing cost decision according to the future cost of production so that organisation can
reserve more saving.
In the organisation, learning curve assist in developing the skill, knowledge and ability of new
value and setting new path among the human resources. It is very important part of the
organisation through which firm can able to organise training programs and [provide an
opportunity to employees for developing new value and criteria of working in the organisation.
As per personal viewpoint, it carries the scope of valuing, improve leadership capabilities and
expanding the area of opportunities.
5

1.3 Assessment of the contribution of leaning style and theirs when planning and designing a
learning events
As per the above discussion it has been ascertained that there is very huge importance of
learning curve within the organisation through which company can understand the need and
requirement of employees about learning and provide them an opportunity for training and
development (Werner and DeSimone, 2011). Company can highly beneficial by this learning
curve because by use of this curve, management can easily understand the need of employees
about training and according to this planning and designing of training can conduct-
 Learning style styles assist to management by understand the nature and learning criteria
of employees and how they adopt new skill and leaning according to the situation. Thus,
before implement any kind of training and development, manager of People R us has to
evaluate diverse theories and styles and necessitate to regulate as per the organisation
requirements only (Wang and Noe, 2010)
 While company design the learning event such as organise training event for employees,
then mixture of various learning style can assist to cited venture because single learning
style can create difficulties for employees to learn new things.
LO 4
4.1 Explanations of the role of government in training development and lifelong learning
In every country, there are some responsibility and important role of the government
toward employees training and development. They focused on the requirement of training and
development in every business enterprise and provide opportunity to employees so as they to
eradicate the barriers associated with the work (Yeo and Li, 2011). By developing several types
of schemes and offers government takes initiatives to develop the skill and professionalism in the
employees. ). They endow an sufficient amount to develop the scholarship for the people. The
government has created the law which states that equal rights should be provided to everyone.
No biased decisions should be taken on behalf of anyone. Same opportunities should be given to
every individual to learn and develop their skills and knowledge.
6

In the case of Sun Court , various kinds of schemes and opportunity provided by government of
UK to employees so as they can learn new skills , quality, ability to perform effectively within
the organisation and attain the desired objective of company. In addition to this, they provide an
opportunity of vocational and sign learning for humans resources of Cited venture. These
schemes assist to employees to learn communication by various kinds of means like sign
languages, verbal talks and vocal learning (Zheng, Yang and McLean, 2010). Furthermore, the
appreciation schemes assist employees to right the training in the companies without attaining
the higher qualifications.In this kind of scheme, government provides the right and legal
authority to every individuals to attain the training related to various fields in the organisation
and develop their own skill and knowledge about that particular field. As per the scheme of
training developed by government of UK, no corporation can reject or cancel the application of
individuals.
4.2 Explanations of how the development of competency movement has impacted on public an
private sector
In the organisation,, the competency movement aids in increasing the quality and
performance of employees. In order to improve the working criteria and skill of workforce, every
business organisation consider on the competency movement and those firm which do not focus
on the creating competency movement then they will hampered by the quality and other issues.
The firms which lies under private and public sector, they focuses on higher investment in the
competency movement for creating competitive edge over rivalries. Thus, the Sun court takes the
initiatives to increase the knowledge, quality and efficiency of employees by conduct the
competency movement in the organisation. This competency movement assist to improve the
learning curve of employees and develop new idea and creatively within the workforce. The
competency movement also have a huge force on the public sections, as the legal authorities
take the initiatives to create learn diverse new things to the workers about the service
management. The public companies of UK be put constant efforts to raise the performance
which will facilitate them to accomplish advanced standards. The sun court has been owned by
the people but there is not interference of government in its business activities and functions.
They just provide an opportunity to employees for training programs and improve their
personality and professionalism so as they can live better life in corporate sector. In the health
and care organisation, management also provides training to employees so as they can deliver the
7

high quality and care to patients and improve their health issues. This thing also assist in
increasing the good will of the organisation and develop competitive advantage of firm so as
firm can compete with rivals in the market. Hence, all public and private sector firms have
realised the importance of the competency movement and taken several measures to improve the
entire performance of the corporations.
4.3 Assessment of how contemporary training initiatives introduced by UK government
contribute to human’s resources development for sun court Ltd
As per the above discussion it has been ascertained that there is very great importance of
training and development within the every public and private sector organisation. By adopt the
competency movement corporation can fills the gap of the desires and reality among employees
about skill, knowledge and ability. In the UK, government has developed various kinds of
training practices and policies through which every individuals have right to get training about
any field. By use of various contemporary learning methods, government of UK provides
opportunity to employees of public as well as private sector. This is a practical training event
which provides a faster learning curve for the employees. The trainings associated with the
vocational skills which aim to learn different areas in the business. In the UK government has
been made various qualitative training programs which becomes an assist for the corporation to
achieve the determine success. Sun court follows the government steps so as to attain successful
core value and adopt training programs as per the required environment. By use of training
programs by the government of UK, employees can able to get various benefits which are as
follows-
 Equal opportunity- Sun court provides equal opportunity to every employees of
organisation. This enables to provide them equal right to learn the new skill, ability and
knowledge about the working in the organisation. While company provides the
opportunity to employees then they does not discriminate with any employees on the
basis of their age, gender, culture, region and any personal relation.
 Talent pulling- In the Sun court, various training programs and activities re arranged by
management in order to provide opportunity to employees for increase their skill,
knowledge, ability and quality. This things lead to increase in their talent as they learn
various quality and knowledge of working which makes them competent in the market.
8

 Career Growth- The training and development programs and event in the Sun court
company can provide an opportunity to employees for increase their knowledge, skills
and ability so as they can improve the criteria of working within organisation. The
enhancement in the knowledge and skill of the workers assists them to upgrade their
careers which help them to get better opportunities in the same field. In the cited
organisation, personnel can improve the working and increase the entire process and
progress of the business.
LO 2
2.1 Comparison of various training requirement at various level in the Sun court Ltd
In the Sun court ltd organisation, training and development program plays a very crucial
role through which employees can able to improve their working criteria and skill for attaining
the business objective. Employees are very essential part of the company through which desired
objective can attain and firm can able to develop its competitive edge in the market. Thus, it is
very important for company to organise training event and provide an opportunity to employees
for growing their professionalism (Rondinelli, 2013. ). Sun court should consider on various
training event and programs so as its workforce can improve their knowledge and ability. In the
cited organisation, there are various functional department and each department requires
effective and talented employees whose carry out the activities and function for attaining the
need of department.In order to attain the objective and purpose of each department in the
corporation, management should provide training to employees. Different department of
employees requires different kind of training needs. Following are some kind of training needs in
different functional department of Sun court Ltd-
 Finance Department- This department have major objective to maintain the financial
records of the firm and prepare a systematic financial statement about all income and
outcome. In this department, employees needed to improve their financial knowledge and
skill so as they can maintain the record and prepare the report of all income, outcome,
profit and loss of the firm. Company should organise the training and development class
for employees under which they should teach the employees about financial statements,
account measurement, data entry etc. Moreover, company can organise the financial class
for workforce related to handling financial operation.
9

 Marketing department- This department have major objective is to promote and
advertise product and services in the market and increase the sales and profitability. The
employees who works in this department must have skill of effective communication,
coordination, convince, presentation, solve the queries of customer etc. In order to attain
this objective, management of company should organise training and development class
for employees under which they can learn various effective knowledge and skill of
marketing, communication, convince, problem solving etc.
 Human resource management department-This department have major objective is to
recruit, maintain, motivate employees so as they can attain the business objective within
a time period. The employees who works in this department requires effective
communication, coordination, decision making, technical, presentation, analytical skill so
as they can meet the need of this department. Company should organise such training and
development department through which employees can improve their mentioned skill and
knowledge within the organisation.
2.2 Assessment of advantage and disadvantage of training method used in at sun court Ltd
As per the above discussion it has been ascertained that there are various department in
the organisation and each department have different kind of objective. Further employees who
work in the departments have also different roles and responsibility toward organisation. Thus, in
the Sun could lid, management should organise different type of training and development event
and class through which employees can able to attain the department objective. There are various
kind of methods through which employees can enhance their personality and professionalism at
workplace. Following are some training methods and their advantage and disadvantages-
Training Methods Advantages Disadvantages
Role Playing In this method, management
provides an opportunity to
employees for play a different
role in the company (Nyberg
and et. al., 2014). It means
employees can enhance their
The major disadvantage of this
method is that employees can
shift one place to another place
which creates confusion and
complexities for employees.
This method also create
10

skill, knowledge and ability by
playing different job role and
fulfil different responsibility in
the organisation (Duffield,
2014). The major advantage of
this method is that personnel
can improve various kind of
skills by performing different
role and fulfil different
responsibility such as
communication, coordination,
technical, listening skill,
presentation etc. The entire
personality and
professionalism can improve
of employees in this method
because different people
interact with employees in this
training.
frustration and conflict among
the workforce.
Job Rotation In this method, employees are
rotate according to the purpose
of business and shifted in
different department for
different roles and
responsibility. This method
have major objective is that
employees can reduce their
work stress and frustration
because they can get different
kind of experience within the
The major disadvantage of this
method is that employees may
face the difficulties to adjust in
the new environment and
atmosphere. Further it is too
time consuming method for
organisation.
11

organisation.
Lectures Lecture is a method of training
and learning under which
employees can learn different
skill, ability and knowledge by
attending lectures. This assist
in increasing technical,
practical and communication
skill of employees about the
topic.
This method have major
disadvantage that employees
requires effective
concentration and listening
skill (Coleman, 2015). In
addition to this it is very time
consuming process because
employees must have to gather
at a single place where
professor or teacher provides
training to them.
Coaching & Mentoring This is the best method of
training and most common
method for all organisation. In
this method, employees can
enhance their motivation and
confidence level by proper
guidance and training
(Rondinelli, 2013). They can
learn various kind of skill,
ability and knowledge about
working criteria in the
company. This assist in
attaining the objective of firm
within the period of time.
Training by mentoring and
coaching is very time
consuming and costly method
for organisation under which
company have to make special
arrangement for employees as
well as mentor.
12

2.3 Use a systematic approach to plan training and development event
As per the above discussion it has been ascertained that there are various kinds of
methods for training and development of employees. By use of these training method, company
can improve the personality and professionalism of employees and make them efficient and
effective for attain the organisational objective. Sun court limited can use various kind of
training method like job rotation, role playing, lectures etc. In order to conduct the training
programs, management have to develop a systematic plan and approach of training 13approach
which are as follows-
 Analyse- This is the first stage under which management have to analyse the internal
business environment. In this stage, management analyse and assess the need and
requirement of training and development among the employees. Management identify
strength and weakness of each employees and according to their requirement, training
program can plan.
 Design- After analyse and assess the environment of business and identify the
performance and requirement of training and development among employees, in the next
stage management of Sun court limited can design the method and structure of training
and development event (Yeo and Li, 2011). In this stage, various material and equipment
can use for the training program by management. A systematic planning and action can
prepare by the management so as requirement training can effectively organise within
time period.
 Development- In this stage includes the producing the material which aid in training to
become efficient one. In this stage includes various material and equipment of training
which can assist personnel to learn new skill, ability and knowledge about working. It can
be said that in this stage management of Sun court limited finally prepare a systematic
planning and develop all required resources and equipment for training (Zheng, Yang and
McLean, 2010).
 Implementation- In this final stage, finally training planning can implement into the
action. In this stage, cited venture management organise the training and development
event according to the need and requirement of employees (Rondinelli, 2013).
13

LO 3
3.1Prepare an evaluation of training event
Evaluation is very important technique for measuring the performance of employees in the
organisation and provide training according to their need. In this process, management or high
authority check and monitor the performance of personnel’s and assess the training to know if it
was worth doing and to check the performance of the human resource. In this manner,
management can take the feedback from individual about their learning criteria and training
programs. Following are various method of evaluation process-
 Observation- In this method, manager of people R us observe and analyse the
competency of the employees while they perform at workplace (Cullen and et. al., 2014).
They measure and compare the previous performance and after training performance of
employees.
 Interview- In this method, management conduct personal interaction with employees an
assess their knowledge, efficiency and knowledge about the working after training
programs. This also supply with the opportunity to the workers to give opinions
concerning the successful achievement of the work efficiently.
3.2 Carry out an evaluation of training event
Following are some stages of evaluation of training event-
 Measuring business improvement- In this manager of company analyse and observe all
business performance by assessing the performance of employees. They analyse the
quality of work and speed of process and also finds that production cost has reduce due to
training and development programs.
 Knowledge Gathered- By evaluation of training, manager can easily identify the gather
knowledge among the employees (Jabbour and et. al., 2013). They observe that how
much knowledge and skill acquired employees about working by training. In this training
programs, manager has been founded that employees found effective skill and knowledge
about working.
14

CONCLUSION
Human resources development is very important activity for every business organisation
through which employees can able to attain the desired objective of firm. From this project report
it has been concluded that training and development programs is very essential for employees
growth and development .Form can easily improve the quality and efficiency of performance of
business by training and development programs. It has also concluded from this report that there
are various kinds of methods for training and development of employees. By use of these
training method, company can improve the personality and professionalism of employees and
make them efficient and effective for attain the organisational objective. Sun court limited can
use various kind of training method like job rotation, role playing, lectures etc. In addition to this
By developing several types of schemes and offers government takes initiatives to develop the
skill and professionalism in the employees. It has been also concluded that The training and
development programs and event in the Sun court company can provide an opportunity to
employees for increase their knowledge, skills and ability so as they can improve the criteria of
working within organisation.
15

REFERENCES
Books and Journals
Duffield, M., 2014. Global governance and the new wars: The merging of development and
security. Zed Books Ltd..
Nyberg, A. J. and et. al., 2014. Resource-based perspectives on unit-level human capital: A
review and integration.Journal of Management. 40(1). pp.316-346.
Telfer, D. J. and Sharpley, R., 2015. Tourism and development in the developing world.
Routledge.
Jabbour, C. J. C. and et. al., 2013. Environmental management and operational performance in
automotive companies in Brazil: the role of human resource management and lean
manufacturing. Journal of Cleaner Production. 47. pp.129-140.
Cullen, K. L. and et. al., 2014. Employees’ adaptability and perceptions of change-related
uncertainty: Implications for perceived organizational support, job satisfaction, and
performance. Journal of Business and Psychology. 29(2). pp.269-280.
Rondinelli, D. A., 2013. Development projects as policy experiments: An adaptive approach to
development administration. Routledge.
Coleman, J.S., 2015. Education and Political Development.(SPD-4) (Vol. 4). Princeton
University Press.
Panagiotakopoulos, A., 2013. Mina makes the most of human-resource management: Mini-
market switches from competing on price to competing on service. Human Resource
Management International Digest. 21(1). pp.26 – 27.
Sánchez, M. A., and Soriano, R. D., 2011. Human resource management and corporate
entrepreneurship. International Journal of Manpower. 32 (1). pp.6 – 13.
Thompson, J., and Kleiner, H. B., 2015. "Effective human resource management of school
districts". Management Research News. 28(2/3). pp.42 – 55.
Wang, S. and Noe, R. A., 2010. Knowledge sharing: A review and directions for future research.
Human Resource Management Review. 20(2). pp.115-131.
Werner, J. and DeSimone, R., 2011. Human resource development. Cengage Learning.
Yeo, K. R., and Li, J., 2011. Working out the quality of work life: A career development
perspective with insights for human resource management. Human Resource Management
International Digest. 19(3). pp.39 – 45.
16

Zheng, W., Yang, B. and McLean, G. N., 2010. Linking organizational culture, structure,
strategy, and organizational effectiveness: Mediating role of knowledge management.
Journal of Business research. 63(7). pp.763-771.
Rondinelli, D.A., 2013. Development projects as policy experiments: An adaptive approach to
development administration. Routledge.
Alfes, K. and et.al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Cullen, K.L. and et.al.,2014. Employees’ adaptability and perceptions of change-related
uncertainty: Implications for perceived organizational support, job satisfaction, and
performance. Journal of Business and Psychology. 29(2). pp.269-280.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Delahaye, B., 2015. Human resource development. Tilde Publishing.
17