Human Resource Management: A Review

This assignment delves into the multifaceted world of Human Resource Management (HRM). It examines various aspects of HRM, including strategic HRM, performance management, employee engagement, and the influence of HRM on organizational outcomes. The provided readings offer insights into contemporary HRM practices, theories, and challenges. Students are expected to analyze these readings and synthesize their understanding of HRM's role in modern organizations.

HUMAN-RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1 ...........................................................................................................................................3
1.1 Assessing different learning styles........................................................................................3
1.2 Role of learning curve and importance of transferring learning...........................................4
1.3 Determine the contribution of different learning styles and theories....................................5
4.1 Role of government in training, development and life long learning ..................................6
4.2 Impact of development of competency movement on the public and private sectors..........7
4.3 Contribution of contemporary training initiatives on human resources development..........8
TASK 2............................................................................................................................................9
2.1 Evaluate the needs of training in an organisation.................................................................9
2.2 State the advantages and disadvantage of different training methods................................10
2.3 Evaluate systematic approach for training and development..............................................11
3.1 Evaluating different techniques related to training.............................................................12
3.2 Determining training event ................................................................................................13
3.3 Review the success and growth of evaluation.....................................................................14
CONCLUSION .............................................................................................................................14
REFERENCES..............................................................................................................................16

INTRODUCTION
Human Resource Development (HRD) is a part of HRM (human resource management)
that mainly deals in providing training and development to workforce which is beneficial for
their future growth and success. It is essential for every growth oriented and dynamic business
enterprise (Anderson, 2013).According to Leonard Nadler, development of human resources
refers to the learning experience that has been designed for specific time-frame in order to carry
out possible behavioural change. This framework helps the personnel in developing their both
personal as well as professional knowledge, abilities and skills. The main focus of this aspect is
to increase the productivity of employees so that they can achieve business objectives in an
effectual manner. HRD primarily consists of performance management, personnel development,
mentoring, worker’s training, coaching, employee’s organisational development and tuition
assistance. Companies mainly use HRD in both formal and informal ways that result in
developing the skills of workforce constructively. This report talks about various practices of
human resource development that has been opted by Sun Court Limited. This report also covers
different learning styles and training techniques that have been chosen by Sun Court Limited in
order to accomplish its long term objectives effectively. It also determines the role of
government in training and development programme.
TASK 1
1.1 Assessing different learning styles
Learning is a continuous process that enables an individual to gain or perceive knowledge
that ultimately helps them in their career growth. Learning style depicts the way in which people
usually prefer to learn. It can be identified and classified in many ways. It can mainly be defined
as a collection of behaviour, attitude and factors that promote learning for a person in particular
situation. An organisation consists of several number of employees and each possess his/her own
distinct style of learning. In order to understand different learning styles, Sun Court Limited has
chosen to apply VARK Modalities in their business operations (Armstrong and Taylor, 2014).

This model suggests four different ways in which person can learn or gain knowledge. It mainly
includes:
Visual (V) : This means that company provides learning to its employees via charts,
graphs, hierarchies, diagram, maps and other devices that are mainly represented in words. This
enables them to retain and absorb information for longer period. It has been believed that when a
person visualizes something in their minds, they remember it in the best way. Thus, Sun Court
Limited uses various pictures, charts and diagrams in order to improve the learning of their
employees (Bamberger, 2015).
Auditory (A): In this, people learn the best via listening. People who come in this
category mainly absorb information through group discussion, mobile phones, web-chat,
podcasts, etc. In order to increase the productivity of its workforce, Sun Court Limited arranges
classroom setting for them which entitles them to learn through stories and guidance which has
been given by some experts. It further boosts the confidence of employees so that they can speak
effectively in the public and meetings.
Read (R): This enables the person to learn through words. In this, learner retains the
information that has been given in books, magazines or pamphlets. When a person is writing or
reading something, it retains with them for longer duration. In their general meeting, Sun Court
Limited asks their employees to write their suggestion or review of meeting. By this way, they
can clearly put their points even if they feel shy to speak in public.
Kinaesthetic (K): In this, person normally learns by applying their experience in
practical world. For instance, when Sun Court Limited provides training to its employees, they
prepare notes and write down what they have learned in their training program. After this, when
they read it, they preferably imagine first in their mind and then applying it to different
situations. Therefore, this method normally includes learning via moving or touching.
1.2 Role of learning curve and importance of transferring learning
Learning curve refers to the process in which an individual learns continuously from their
mistakes. It is mainly found in every business enterprise as it deals with how an employee
develops his/her skills and knowledge from their past experience. It is a graphical representation
of person's learning progress. Learning curve is a wide phenomenon which depicts the way an
individual improves their experience and knowledge with particular task. This can be beneficial
for the organisation as well as for individuals. It is primarily based on the concept of “practice

makes the man perfect”. Learning curve mainly includes two components where one is
performance measure and other is experience analyse (Biron and Meshoulam, 2014). Sun Court
Limited measures their organisational experience via cumulative volume which describes the
total number of products manufactured by them starting from its day of incorporation. For
measuring performance, they match employee’s output with the pre-defined standards. If their
workforce meets the criteria, it means that with every specified task they are improving their
performance.
Transferring learning means when a person applies his/her stored knowledge in different
or similar situation that is directly or indirectly related with each other. It normally takes place
when a person gains learning or knowledge in one context but its influence is in the performance
related to other contexts. Following are the importance of transfer learning in Sun Court:
 When employees share their learning with their co-workers, it becomes easy for them to
achieve the tasks in a structured way (Bloom and Van Reenen, 2017). Limited can gain
competitive advantage over their rivals.
 It enables employees to prepare themselves for the future unforeseen contingencies.
 It is the essence of creating, interacting and understanding employees in a better way.
 It also provides assistance in terms of dealing with dynamic changes that affects the
company's growth and success.
 It also assist in making decision more effective and efficient.
1.3 Determine the contribution of different learning styles and theories
Learning theories renders concept based framework related to learning requirement and
objective. These theories refers to the set of principles that is planned and organised in effective
way and that depicts how a person normally retain and perceive knowledge. By studying
different styles and theories of learning, an organisation can interpret how the process of learning
takes place. Principles of learning theories act as a guideline that supports and promote the
learning concept in every business enterprise. Sun Court Limited mainly has opted three learning
theories in their business operation which are described as follows:
1. Cognitive Theory: This approach laid stress on individual's thought process. This theory
believes that human respond or react after analysing and evaluating the information, rather than
responding instantly to stimuli. This change normally takes place in the learner's head and their
changed behaviour can only be observed in their performances. It is mainly regulated by internal

process rather than any external stimuli (Bratton and Gold, 2015). With the help of transferring
learning, Sun Court . SUN COURT' normally observed the changing of their employees in their
performance output.
Application of Cognitive Theory:
 Discussion
 Examples of real world
 Problem Solving
 Imaginary pictures
2. Behaviourism Theory: Under this theory, learner get the stimuli from external environment
and then react accordingly (Bray, 2015). Their changing behaviour involves the way in which
person respond to the external factors. Consequences of such can be in the form of improved
performance or good grade. Sometimes, there might be situation when person react in a similar
way to situation which often results in observing similar performance. Sun Court Limited use
this approach when they reward their employees for good performance.
Application of Behaviourist learning theory:
 Developing Rules
 Repeat Practices
 Providing benefits and incentive
 Verbal Reinforcement (For example: saying good job)
3. Constructivism Theory: Under this approach, individuals are having their own prospective
related to experience and knowledge. It is based on the concept how a person interprets learning
through his/ her learning experience. It may vary from person to person as it depend upon the
ability of person in context of how they perceive the information and retain it. This theory is
making person more effective and efficient in terms with problems solving, innovation and
creativity.
Application of Constructivism Theory:
 Problem based learning
 Brainstorming
 Case Studies
 Group Work

4.1 Role of government in training, development and life long learning
Government is playing an important role in providing training and learning programmes
to the workers so that they can increase their skills and knowledge from that (Jemal and et. al.,
2015). They provide them professional instructor who are responsible to train them effectively.
Legal bodies of United Kingdom contributes in the improvement of HR in both public and
private firm. Those firms supports in the development of the economy. Thereby, upgradation
made in the performances by the HR would proved to be more advantageous for the economic
condition of enterprise. Government of UK is very concerned and focussed towards the welfare
of human resources. Government has the aim to motivate the scheme of self managed learning
for attaining the life long aims and objectives among the workers. As through self managed
learning, personnels work on the improvement of themselves without taking help from other
trainer or leader. Thus, minimise work pressure from the head of venture. Sun Court ltd. can
apply this technique for achieving success. UK government has also solved the issue of
unemployment among young citizens of the nation. In order to fill or reduce the gap and
differences between the unemployment and skills among the youngsters, legal authorities is
thinking to increase the number of apprenticeship schemes. It has been observed that 280,000
civilians are presently connected with this strategy. For executing this plan, government is
having the responsibility of monitoring the minimum performance level of each and every
organisation operating in UK. They also offer training to the employees in order to impart the
knowledge of actual work setting (Ferlay and Forman 2012). Companies are not spending their
revenue in such training plans because they are so expensive and thus these session of training
are carrying out by the government of United Kingdom. It has been seen that government has
done several contributions in providing training and life long learning to the learners. Some of
the important one are listed below :
 They used to impose policies and laws regarding human resource development.
 Government authorities also adds chapter of human resource management in the syllabus
of students so that they can learn important components and factors of that and apply
them in their professional lives in upcoming days.
 They used to allocate funds to private and public companies as well.

4.2 Impact of development of competency movement on the public and private sectors
With the increment of competition and competencies in social service sector, the private
as well as public firms have started developing knowledge. In order to avoid great level of
competition and maintain strong existence in the market place, enterprises are investing large
sum of money in increasing the quality of services, performances of work forces, adaptability,
etc. For example, Sun Court Ltd. is among one of the largest firm of United Kingdom that
provides care homes to old people has started the programme of customer service for taking
views and complaints of their users and try to provide them best quality products or services to
them (Brewster and Hegewisch, 2015). In addition to this, they are also offer them world class
solution to their complaints and problems. Sun Court Ltd. is also concentrating on giving
innovative products or services to its clients and this helps them in making trustful relationship
for a long period of time. Apart from this, they also focusing on services offered by their
competitors for finding out weaknesses of them so that they can provide the same by doing
improvement in that and satisfies civilians through that. In current era, public sector is also
making investment in training and development of their personnels for competing with their
challengers. They are generating opportunities for their employees and using appropriate actions
to attain their pre – setted goals. Various learning styles and patterns have been followed by the
public as well as private sector ventures in order to increase the level of production and
performance of their workers. There are several companies that are popular at specific time
period in United Kingdom for giving proper way of manufacturing of different goods which is
needed by consumers. They are completely based on action of their workers and also formulate
or arrange training activities that would assist them in organising processes of human resource
management. The main aim is to earn maximum income so that they can increment their
profitability as well as productivity.
4.3 Contribution of contemporary training initiatives on human resources development
Contemporary training initiatives have been enforced by UK government for bringing
stability and improvement in the public and private sector. This is nothing but a sort of practical
training that concerns with fast learning. As per the industrial factors and objectives, government
of UK is providing qualitative opportunities to the workers. This training is concentrating on
different aspects of the business. It has been examined that Sun Court ltd. are changing their
strategies and principles so that they can increase the quality of their human resource for

achieving higher position in front of their challengers in the market (Chelladurai, and Kerwin,
2017). This learning techniques aids workers in learning new skills and are adapting to the
dynamic environment. Various learning concepts and styles aids manager in upgrading talents of
their workers in appropriate way. Sun court ltd. are taking use of modern learning tools and
techniques so that they can provide advanced level of education and knowledge to their
employees. The main motto of doing the same is that they thinks to offer effective services and
proper care to old people so that they can survive happily even without their family members.
Some of the initial steps taken by government of UK regarding this are listed below :
 Minimise the amount of cost of providing training.
 Implementation of free trade policies within nation.
 Carry out training and development activities for the welfare of work forces and their
future growth (Daley, 2012).
 They also used to offer funds to the public as well as private sectors so that they can run
their businesses in effective manner.
TASK 2
2.1 Evaluate the needs of training in an organisation
Training provides a platform to employees where they can improve their skills and
knowledge. Sun Court Limited is arranging training and development programs for its workforce
which help in their career growth. Sun Court hires the UK based consultancy which is “People R
US” that are conducting training events and programs for the company. Training is an important
part of human resource management and it is essential for almost every business enterprise. With
the help effective training programs Sun Court Limited can create or establish friendly working
environment in their work place (Flamholtz, 2011). Each and every level of organisation
requires training in order to accomplish their specified task in an effectual manner. Following are
the comparison of training needs at various levels in ALDI:
Management Level Customer Service Level Operational Level
 Training is essential for
management level as it
helps them in making
effective strategic
 At this level, training
has been given to the
workforce regarding
how to deal with
 Reviewing and
appraising performance
of line managers
motivates and

decision of the
company.
 Training enhance their
leadership, team
building skills and
ability.
 Managers can carry out
policies and principles
in better way via
training programs.
 Managers can deals
with investors in more
appropriate way via
training methods.
customers and handles
their query in
systematic way.
 It also help in reducing
the waiting time so
that customer can place
order more
conveniently.
 With effective training,
employees are able to
gather all relevant
information related to
its dynamic needs and
choice so that company
can make product
according to that.
 Sun Court Limited
normally earns profits
from its target
audience, thus it
become important for
them to critically
understand the
behaviour of customer
and this can only be
possible via structured
training programs.
encourages them to
work more effectively
and efficiently.
 With the help of
training, operation
manager can reduce the
overall cost that further
adds value to final
goods or services.
 Training enables the
operations manager to
meet the requirement
of client and consumer
in constructive way.
 Training entitles
operation manager to
establish effective
objectives and goals
and also prepare
themselves for future
contingencies.
2.2 State the advantages and disadvantage of different training methods
Training Method Advantages Disadvantages

Role Playing  It learns via seeing
expertise or
experienced person.
 Employees find out the
way how to be
successful in different
role.
 This might makes
employees conscious
when they are playing
the role of different
person.
 Degrade the
performance of
employee.
Performance Appraisal  It motivates the
employee to work hard
and achieve task in
more effective way.
 It enables them to
identify what skills are
required in order to
meet the company
standard.
 This method is partial
or bias.
 It may demotivate the
employees.
Induction  It gives overview to
employees about the
company, roles and
responsibilities,
policies etc.
 It clearly defined their
duties regarding their
job description.
 Main disadvantage is
the image of company
may differ from what
has been taught in the
induction programme.
2.3 Evaluate systematic approach for training and development
It become important for People 'R' Us to ensures that all training programmes are
designed and organised according to the need of Sun Court Limited. This enables the firm to
carry out their process in an effectual manner. Thus People R Us are liable to conduct research

and analyse all factors that has a strong influence on company's workforce (Gruman and Saks,
2016). Manager is required to connect company's vision and goals with the training programmes.
Their systematic approach defines as :
Analyses In this the consultancy company design the
training programme and schedule it. But before
that they are required to analyse the need of
training in their organisation. After analysing
the need, managers can evaluate effective
training methods and then prepare the plan
accordingly.
Design Under this step, company designed the training
programme as per the need of employees and
chose that training techniques which improves
their productivity and boost their morale.
Development In this step, managers ensures that all resources
are used in optimum way. Managers also
conduct the GAP Analysis which enables to
discover the current issues of the company and
come up with providing best possible solution.
Implementation In this step, People R Us develops effective
strategies which enables them to implement the
plan in a structured and thorough manner. For
this, managers will recruit person who has
experience in this field.
Evaluation Lastly, at this step managers evaluate that all
training and development programmes are
carrying out in specified manner or not. They
also evaluate whether its has been improving
the performance of employees or not.

3.1 Evaluating different techniques related to training
Different training techniques are available that has been used by the business enterprise
in order to improve the productivity of their entire workforce. It depends upon the nature of
organisation which technique they opt which gives them better result by utilising the company's
resources in an optimum way. Following are described detailing of various training techniques:
Kirkpatrick Model: This model is considers as a best way via which company's evaluate their
training and development programme. It consists of four parts which are:
 Reaction: When company is providing training to its employees, it become important for
them to analyse and understand the reaction of employees (Hobfoll, 2011). Their reaction
can be observed by number of employees who are present for training programme.
 Learning: This involves whether the employee has able to learn or gain something from
training or not. This can be observed by their performance. If they have learned
something than it will definitely improve its performance.
 Behaviour: This shows the changing behaviour of employees post training programmes.
The result of training or the impact of training shows in the behaviour of employees.
 Results: At this, employees determine the result of training programmes in the behaviour
or performance of their employees. This entitles the company whether the training
programme they had conducted is successful or not.
CIRO Model: This mainly includes context, input, reaction and outcome which are described
as:
Context level : At this level, trainer determine the need of training and development in the
organisation that helps in improving the performance and productivity of employees.
Input level : This involves identifying the required resources for training and development
programme so that referred firm can facilitate training in constructive way.
Reaction level: It determines how employee respond to various training programmes. Their
reaction can be observed via their performance or final outputs.
Output level: This is the last step which deals in measuring the final performance of employee
as per the defined standards (Jiang and et. al., 2012).
3.2 Determining training event
In order to evaluate the training programme, Sun Court has to follow below mentioned
steps:

Activity observation: With this method, the referred firm is liable to evaluate the knowledge,
skills and ability of personnel that has improved via effective training programmes. This also
make them liable to monitor the performance of their employees.
Questionnaire: In this method, companies mostly analyse the reaction of their workforce who
have basically attended training sessions. Company prepare questionnaire which normally
includes several questions depicting about the training programme.
Performance Tests: In this method, employees are liable to demonstrate what new skills and
knowledge they have gained or perceived through training programmes (Kakuma and et. al.,
2011). They are asked to represent or apply it in situation given by the company.
Interview: In this step, manager personally ask employees regarding the training programmes,
their journey in the firm, their experience etc.
3.3 Review the success and growth of evaluation
In the modern world, the success of every business enterprise is depends upon how they
conduct training and development programmes in their business operations which improves the
performance of overall employees. Thus, in order to achieve both short and long objective in an
effective way, each and every company is liable to conduct training session which increase the
morale of employees and encourage them work constructively. Therefore, all companies are
liable to pay strong attention towards the training and development programme. The HR
Manager is primary responsible to gather all information which is relevant to training and
development programme. Manager of Sun Court, is liable to collect information from both
external and internal sources that depicts the need of training and development in the given
organisation (Marchington and et. al., 2016). Referred Firm has applied two models in their
business practices which gives them the reason to identify the needs of training in their company.
By evaluation each techniques, referred firm is liable to determine the advantages and
disadvantages related to training programme. The success of training can be determined via
performance or behaviours of employees.
CONCLUSION
As per the above stated report, it can be concluded that development of human resources
is essential for the success and growth of every business enterprise. Company's are required to

provide appropriate training to its workforce which results in improving and enhancing their
performance & productivity. Different learning styles and theories enables the personnel to
perceive or gain knowledge which assist in improving their overall skills and abilities. With the
help of learning curve, company's are liable to determine whether employees has learned from
their past experience or not. Learning and Knowledge Transfer provides competitive advantage
to the company as compared to its competitors and enables them to accomplish business
objectives in an effectual manner.

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Online
Human Resources Development. 2017. [Online]. Available Through:
<https://www.hw.ac.uk/services/human-resource-development.htm>.
Human Resources Development. 2017. [Online]. Available Through:
<http://www.inderscience.com/jhome.php?jcode=ijhrdm>.