Government Initiatives for HRD in the UK

This assignment delves into government initiatives aimed at bolstering Human Resource Development (HRD) within the United Kingdom, particularly emphasizing their impact on the private sector. It highlights key government departments involved, such as the Department of Trade and Industry, Department of Work and Pensions, Department of Education and Skills, and Department of Health. The assignment outlines specific services provided by these agencies to private organizations, including business support, skills development, educational funding for older individuals, workforce creation initiatives, and the establishment of sector-specific skilled workforces.

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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK1.............................................................................................................................................5
1.1 Different learning styles........................................................................................................5
1.2 Role of the learning curve and its importance in transferring learning to the workplace.....6
1.3 Contribution of learning styles and theories in learning event.............................................7
TASK 2............................................................................................................................................8
2.1 Compare the training needed for staff at different levels in Sun Court Ltd..........................8
2.2 Assess the advantages and disadvantages of training methods used in at Sun Court Ltd....9
2.3 Use a systematic approach to plan training & development for training event....................9
TASK 3.....................................................................................................................................10
3.1 Prepare an evaluation of a training event............................................................................10
3.2 Evaluating the training event..............................................................................................11
3.3 The success of the evaluation methods used.......................................................................12
TASK 4..........................................................................................................................................13
4.1 Role of the government in training, development and lifelong learning...........................13
4.2 Impact of development of competency movement on public and private sector...............14
4.3 Contemporary training initiatives introduced by UK government.....................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
The goal of education is understanding and the goal of training is performance. Training
is a very essential part of any organisation which aims at developing people to have a better set
of performance. Learning and training works hand in hand both of them together works to
develop and grow people. This report consist of the ways to learning and training which can be
adopted by Sun Count Residential home to train and develop people (Abreu, 2011). Sun Count is
a residential home which do not apply training and development in its human resource
management process but now it aims at bringing training and development in its process. For this
initiative Sun Count is signing a contract with “People 'R' Us” to develop training program for
the residential home. So this report consist of illustrated functions that can be used in training
and development in Sun Count residential home. Development and training is very essential for
any business's employees because it states how to work properly which will help Sun Count
residential home in its operation.
TASK1
1.1 Different learning styles

This style of learning is propounded by Honey and Mumford. This style consist of four
elements pragmatist, theorist, reflector and activist (Brushett, 2010). These are described as
under:
PRAGMATIST THEORIST REFLECTOR ACTIVIST
This type of learner
uses hit and trial
method of learning.
This type of learner
takes theoretical
knowledge of the
subject.
They observes things
and according to them
react.
They uses method of
doing thing and
experiencing them and
simultaneously
learning.
They believe in doing
first and than
developing a
perception.
They first understand
each and every process
and concept of the
field.
They just observes the
things happening and
according to that they
act.
They are the one who
believes that
experiencing is
learning.
They are practical and
down to earth people
who take every
decision practically.
They take decisions on
the basis of logics
(Iles, 2010).
They are the one who
observes things
completely and than
after evaluating the
observation comes to a
conclusion.
They are people who
are challenging and
don't depends on
consequences. They
tend to take up
challenges.
They are flexible. They are rigid. They are slow in
process.
They are rapid.
All of the above styles of learning can be identified and processed accordingly. In Sun
Count the training to the employees should be given according to their capacity and mind so that
they would learn more and more (Zhang, 2010). In the world of changing environment it is
important to identify the learner and their style of learning. So “People 'R' Us” will also use these
style to initiate the learning process.
1.2 Role of the learning curve and its importance in transferring learning to the workplace
Learning is a lifelong improvement which is gained through experience. Learning curve
is a graphical representation of the learning process that how much learning and experience are

associated with each other to compliment each other. This chart helps an employee to develop
new skills, values and deciding a career path (Snape, 2010). A standard of performance is set
through which the candidate comes to know what the performance should be and how will it
learn from it.
As the above picture states learning graph tells how much an individual have spent in
learning and in relation to that how much it has learned. In Sun Count this graph is very useful to
develop new skills and knowledge among employees. An employee will know about how much
time is to be spent in learning and what it is getting in return. It is the answer to question that is
an individual at the training and development is really learning or not. Effective use of teaching
and this learning curve will help the employee in getting an actual picture of development. This
would help the employee as well as trainer to identify what is being learned and what is to be
learned (Zhang, S., 2010). The are where there is more requirement of training can be identified
and in accordance to it work can be done.
There is a major role of this curve in training and development of the employees as it
works as a additional helper to identify the performance of the employees.

1.3 Contribution of learning styles and theories in learning event
Learning styles and theories are theoretical concept which are used to simplify the
training and development process. So these styles and theories performs a very major role in
learning event because: Provides a base to develop learning plan: The process to give training can be developed
by various styles and theories of learning. On this basis a plan that how to deliver the
learning can be made to initiate the learning event. Helps to identify different types of learners: The learning styles helps to identify
different type of learner and in an organisation every individual is not same (Jhong,
2012.). They learn differently so as their learning capabilities has to be identified to
provide effective learning on event which is supported by the styles of learning. Helps the company to provide effective and accurate training: By identifying what kind
of learning and to which people the company can have an effective learning event which
is done by identification of different styles and learning theories. Helps in understanding the manpower and people of the company: Theories and styles
of learning helps to identify what kind of learners are there in the company which is way
to understand they manpower and the people of the country and will result in
effectiveness of the event (Katou, 2010).
 Ease the process: When there is a base of providing learning that it is easy to provide
learning which will ease the event of learning and reduces complexities to initiate it.
Above all are the contribution of the styles and theories of learning which can be used by
Sun Count contractor “People 'R' Us” to have an effective learning event at the premises of the
company.
TASK 2
2.1 Compare the training needed for staff at different levels in Sun Court Ltd
MANAGEMENT LEVEL MIDDLE LEVEL OPERATIONAL LEVEL
Training to develop and guide
people so as to have proper
directed work towards
achievement of goals and
Training about how to
maintain a relation between
the operational level and the
management.
Training about how to execute
the plan and procedures to
bring them in action. People
who are directly serving in sun

objectives. The sun count
managers should get this
training.
count has to be provided with
this training.
Off the job training to the
employees who are working at
this level.
Relation building training to
the employees working at this
level.
How to work efficiently
training at this level.
Training to add more values to
the managing process.
Training to have effective
relationship management
between the management and
the operational level
(Moeinifar, 2010).
Training to add more value to
the production of the company.
This level manages everything
so it has to be very thoroughly
trained about the goals and
objectives, the targets which a
company aims at achieving
etc.
They looks after if the
communication and regulation
of ideas, plans and procedures
to the lower level of the people
so proper training in that has to
be given.
They are the key people who
initiates actions to the plans
and procedure. So regular
training to improve
performance should be given
to them.
2.2 Assess the advantages and disadvantages of training methods used in at Sun Court Ltd
Sun count ltd. under the guidance of People R Us is providing training to the employees
by various methods. These methods comes under on the job and off the job training. On the job
training includes guidance, lectures, assistance at workplace etc. Off the job training includes
case study learning, coaching etc. As we know every coin has two sides so as things and
operations on good and one bad (Budhwar, 2010). These training methods also have some
advantages as well as disadvantages and they are described as follows:
ADVANTAGES DISADVANTAGES
Through training performance of Sun Count ltd
employees will improve which will result in
better and more good work and it is a very
The employees who are not working properly
may not feel good with the performance
appraisal of other employees which will result

good sign for the company. in disgrace.
Training helps the employees to get knowledge
of different jobs for example job rotation
which helps in improving skills to works at
different positions as well as managing them.
Sometimes the employee gets confused and is
not able to understand the roles on which they
are placed in job rotation which can cause a
problem.
This will help the employee to build
knowledge and career in a specific field they
are given training on.
Sometimes the training is not provided in a
good manner which can lead to career and role
confusion in the employee.
Through coaching the employee can get
conceptual and theoretical knowledge about
their work in training.
Sometimes the concepts and theoretical
knowledge cannot be applied in context with
the actual scenario which occurs.
Sun Count Ltd. with the help of People R Us should analyse the advantages and
disadvantages which are in relation with the different methods of training. The assessment will
help the company to provide effective training to employee which will decrease the risk of
failure in training program to the employees (Kokabi, 2011).
2.3 Use a systematic approach to plan training & development for training event
When a plan is made it initiates the forecasting of future which helps in bridging the gap
between what we are and what we wanted to be. In training and development the assessment of
various factors is to be done before providing training. To organise an event at Sun Count ltd.
For training and development and for its effective result the company should plan out a training
and development step by step initiation program. Everything has to be assessed in terms of
having a proper results and outcome. So a Sun Drop has to follow the following procedure: Identifying The Aims And Objective: Company goals and objectives has to be identified
first so as to have proper base for planning that on what the training is to be given to the
employees. Identifying Need For Training: After identification of goals and objective the goals are
evaluated and the results are ascertained so as to know that in which process or action the
employee will be needing training (Redman, 2010). Complexities and difficulties
decides that where there is a need for training.

 Designing A Training Program: A program for training has to be designed which will
have the details about who will give the training, who will be given training, at what
time, at what place, panning a program of training which has details of methods and
styles of training. All the question of who, what, whom, why, where are answered in this
step. Implementation: The training program is brought into action in this step and the training
to the employees by the trainers are provided. This step includes the operation part top
the developed plan.
 Analysing The Results: After the training is provided the results are obtained through
observing, feedbacks, performance evaluation etc. so as to know the results of the
training program. This will help to come out with the loop holes and the strengths which
the training program may have and accordingly changes can be made to the training
program.
Sun Count Ltd. Will have this program of training initiated by People R Us through step
by step following the above plan organising a training event. This will have the best results for
the Sun Count Ltd. training event.
TASK 3
3.1 Prepare an evaluation of a training event
Evaluation means revising all the operation process which have initiated in any program.
In training event it is important for Sun Count to evaluate the performance of the event and its
effect on the company's operations. As the training event was organised to provide the
employees with proper assistance to improve their work. Through evaluation the effectiveness of
the training event can be measured. As by different tools of evaluation assessment of the
performance can be done.
In the Sun Count Ltd. company the training program was initiated by the People R Us
organisation which is a leading organisation in providing assistance to manage the human
resource in any organisation. So the evaluation of that program has been done as follows: Assessment Of Needs: The needs of the training event are assessed. Why there is a need
for training event, where is the need etc. (Chuai, 2010). So that the need for training can
be identified.

 Program Monitoring: The proper monitoring of the program is done that what all will be
there in the program and who all will be attending it. Clarification Of The Program: In this the purpose of the program and what more can be
added to the program is evaluated. Program Success: By using different techniques the success of a program can be
identified that how much it is successful by assessing the performance.
 Impact Of The Program: This will help the evaluator to access about the impact that the
training event will have on the various organisations functions.
Sun Count Ltd. With the help of above evaluation can identify the effectiveness of the
training event of the organisation.
3.2 Evaluating the training event
The training event can be evaluated by various techniques which can give appropriate
results about the effectiveness of the training program. To gain the proper result of evaluation of
any program which is being performed. Reactions of the people who attended the event: This method of evaluation can be used
by the evaluator in Sun Count Ltd. to evaluate the effectiveness of the training event. The
people who have attended the training event can be asked whether they really found it
useful or not was the event helping or not and on such various bases the event can be
evaluated. Understanding the knowledge level: The evaluator can take person to person interviews
after the event to know what knowledge the people who were trained have got this will
help the evaluator to know what exactly the people have learnt from the training event. Observing the behaviour of employees: The working behaviour on the job in Sun Count
Ltd. after training event can be observed by the evaluator to know what actual changes
have incurred in the employees after training if they are on track that good if not than
proper rectification of these have to be done by the people of the organisation this will
evaluate the training event effectiveness that if it is positive or not (Preece, 2010). Assessing the business improvements: Business improvement can be analysed by the
evaluator which will give the actual image of Sun Count Ltd. after training event that will
give appropriate results that whether the event was successful or not because it was given

to achieve the goals and objectives so the achievements of the business can help to know
the effectiveness of the training event.
 Comparing actual performance with standards: The actual performance of the
employees should be compared with standards after the training event which will help in
knowing the effectiveness that the training event which has initiated.
3.3 The success of the evaluation methods used
Sun Count Ltd. can use various methods for data collection of the evaluation data. These
methods can help the company to get data on which it can evaluate to get the result of the
effectiveness of the training event. These methods of collection are: Interviews Direct Observation Questionnaire Performance Test Score Card Evaluation
 Audit
By reviewing all the above methods it has been reviewed that the most effective method
of evaluation is direct observation by the evaluator which gives the best result. Direct
observation omits every chance of misinformation about the evaluation because the evaluator
evaluates the program by itself which results in getting proper results. The interviews of
personnel is also a very effective technique to assess the effectiveness of the program by those
individuals who have attended the event (Iles, 2010). By comparing the different evaluation
method results have been ascertained which states a picture of most appropriate results.
The last and final method which is reviewed as most effective is training audit. As we
know that auditing states all the positive and negative points of the program on which it is being
done. So this could help Sun Count to know about all the advantages and disadvantages of the
training event.
TASK 4
4.1 Role of the government in training, development and lifelong learning
A government of any country aims at developing its country. A country is known by its
people. Hence the development of the people of the country is the development of the country.

Human resource is the asset of the country so the government also regulates some training and
development events so as to train and make people more aware. Learning is a lifelong process
for any individual who is putting efforts in something. So to boost this behaviour the government
of the country also regulates and develops some techniques to motivate the human resource to
work more effectively and efficiently. If you are living in any country it is certain that the
government will play a major role in developing that country. So in training, development and
lifelong learning of human resource government plays an important role. The government take
part in this by following initiatives: Reaching to all: The government of a company have resources and means to reach a
large number of people in one go. So a government can regulate any plan or program or
policy or awareness regarding the human resources development can be very effectively
regulated to the people (A.H. and Hosseini, 2010). The awareness at a very large scale in
one time can be done by the government. Simultaneously the government uses its this
measure to spread the information regarding human resource development in the country
for the people of the country. Formulation of human resource policies for all: The government of a country forms
various rules and regulations for fair business practices in the business so as its develops
the norms on which the company have to train and develop its employees performance if
they are lacking anywhere. These policies are made for all by the government which are
to be followed by all. Promoting the Human Resource Development Study: The study of human resource
states the need to train and develop the employees in an organisation. The government
aims at promoting this study and its concepts that should be followed by a company
which is operating in the country. The study is promotes by the government in the
country so as to develop and train the maximum number of human resource in the
country so as to have the best people in the country.
 Financial aids to the companies: The government also provides financial supports to the
organisations to provide training to its employees. Various subsidies and support to the
company for training is provided by the government to the company.

4.2 Impact of development of competency movement on public and private sector
Competency means doing the work or the task assigned in a more better and good
manner than competitors. As we know competition is developing day by day so as the
competency strategies. The market is moving towards globalisation which in enabling more
competition in a country's environment. Each and every firm is aiming to do best in its
operations to earn maximum profit which due to competition gives birth to new ideas and
creativity. Hence this results in development of competency in a country. This competency
impacts both public and private sector of a country in different ways which are stated as under:
Public Sector this sectors wholly or partially owned by the government. So if there is a rise in
competency movement the need to develop and make new ideas is vigorously rising. The
companies working under this sector have to make something which is more compatible than
competitors. Also the private sector are also emerging in the market day by day which is a major
threat to the public sector (X. and Preece, 2010). These all factors increases the need to train and
develop the employees in this sectors as to have a lead over market by developing the people
working in the sector.
Private Sector this sector is very much developing and rising. Day by day new companies are
emerging in this market. New ideas new technology to do work with the effective and efficient
human resource is under this sector. If all this is rising than it initiates the rise of competition
which aims at developing competency strategies. The most effective and reliable competency
strategy identified in this sector is to train and develop employee who will in return perform for
the company to grow and reach the heights in this sector.
4.3 Contemporary training initiatives introduced by UK government
The government of UK has regulated various initiatives to contribute to human resource
development for companies like Sun Court Ltd. operating in country (S. and Huo, 2010). These
various regulations which are provides by government organisation and they are: Department of Trade and Industry Department of Work and Pension Department of Education and Skills Department of Health
There are various other private organisation which provides the services in training and
development and these services are:

 Ensuring fair practice of business by the various investors. Learning and skills council's guidance for teaching and development. Developing a standard workforce vocational council.
All of the above initiatives by the government combine with private sector contributes to
the development and training of human resource which will also help Sun Count Ltd. To develop
training and development in organisation.
CONCLUSION
It is being concluded by the above report that how training and development of human
resource can lead to develop of the company as well as the country. There are many ways to train
and develop the human resource of the company Sun Count Ltd. which will be done by People R
Us. The evaluation of the whole training event will also be conducted by Sun Count so as to have
a proper knowledge about the events effectiveness which have been conducted by People R Us
in the Sun Count organisation. The report also concludes the knowledge about the contribution
of government to develop and train the human resource of UK.

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