Lifelong Learning and its Impact

This assignment delves into the crucial topic of lifelong learning. It examines the definition, significance, and benefits of lifelong learning for both individuals and society as a whole. Furthermore, it explores various strategies and approaches employed by private and public institutes to promote and facilitate lifelong learning initiatives.

HUMAN RESOURCE DEPARTMENT
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Table of Contents
Introduction:....................................................................................................................................3
TASK 1:...........................................................................................................................................3
LO1: To understand learning styles and theories............................................................................3
1.1 Comparing various styles of leadership.....................................................................................3
1.2 Explaining role of learning curve and the significant of transferring learning..........................5
1.3 Assessing the contribution of learning theories and styles while designing and planning........6
LO4: To understand government skills...........................................................................................6
4.1 Explaining government-led initiative in training and development..........................................6
4.2 Explaining the impact of competency movement.....................................................................7
4.3 Assessing the method of introducing contemporary training....................................................8
TASK 2:...........................................................................................................................................9
LO2: To plan and design training and development.......................................................................9
2.1 Comparing the need of training for staffs..................................................................................9
2.2 Assessing advantages and disadvantages of training process..................................................10
2.3 Using systematic approach for planning development and training........................................11
LO3: To evaluate training event....................................................................................................12
3.1 Preparing an evaluation...........................................................................................................12
3.2 Evaluation of training events...................................................................................................13
3.3 Reviewing the success of evaluation methods.........................................................................13
Conclusion.....................................................................................................................................14
Reference List:...............................................................................................................................15
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Introduction:
The learning process is altering behaviour that is influenced by experience which makes every
people unique. Learning styles are needed when an individual carries out the role of human
resource to deal with the employees (Armstrong and Taylor, 2014). The present study shows the
role of HR consultancy firm “People ‘R’ Us” who will be advising Sun Court Residential Homes
Limited in improving their training and development program. The firm has faced several issues
to train the staffs as they were not aware of different learning style. Hence, the study will give an
understanding about the need of training and development. Similarly, the importance of
designing training process will be discussed.
TASK 1:
LO1: To understand learning styles and theories
1.1 Comparing various styles of leadership
Learning can be defined as a concept of knowledge, behaviour, skills, values and preferences
that are used to modify previous acquisition (Brewster and Hegewisch, 2017). Various learning
styles are used by the human resource to deal with the current situation.
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Figure 1: Kolb’s Learning Style
(Source: Whetzel and Wheaton, 2016)
Kolb’s learning styles is a well suggested learning style which is composed of 4 stages. The
diverging learning style is effective for those who observe first rather than taking immediate
actions. Thus, the learning style needs brainwork rather than physical effort. Assimilating
learning style mainly focuses on concept and the people are good at invention and research.
Besides, converging learning style people are good in solving problems as they focuses on
practical work. Similarly, accommodating learning style is interesting as there is no involvement
of research as people it needs findings.
Figure 2: Honey and Mumford’s learning style
(Source: Brewster and Hegewisch, 2017)
On other hand, Honey and Mumford’s style also have four different learning styles however, it
does not suggest any learning cycle as it is done in Kolb. These includes activists learning style
is best for those who like to experience new things. This type of person does not bother on the
consequences. The reflectors learning style people like to listen to ideas given by other and
analyse them for achieving better conclusions. Similarly, theorist learning style people takes
logical decisions in solving conflict situations. They have the capabilities to form new theories
and carry out new experiment. The pragmatics learning style is best for those who like to
experiment with new theories and ideas. For such people difficulties are accepted as challenges.
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As per the case study, learning can be experienced by the staffs of Sun Court Residential Homes
by assessing different learning styles present within the candidates. This will make their training
easier as they will enjoy in gathering knowledge that are needed to handle old aged people (Snell
et al. 2015).
1.2 Explaining role of learning curve and the significant of transferring learning
Learning curve has great significant on the entire learning process as it monitors and keep record
on the performance of learners. Thus, the role of learning curve and significant of transferring
learning in a workplace are stated below:
Figure 3: Learning Curve
(Source: Snell et al. 2015)
The tool of learning curve is generally a graphical representation which shows increase or
decrease of learning based on the experience. This learning tool can be used in Sun Court
Residential Homes to assess the impact of learning by keeping track. It is effective as it identifies
essential elements of learning process.
Significance of transferring learning within a workplace:
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Every organisation gives training to the employees so that they can carry out their
responsibilities effectively. Training session requires capital and energy for getting benefit in the
market place. Hence, the organisations expects that sharing of experience in learning process is
transferred which adds value to the organisation. For example, the CEO of Sun Court finds that
training staffs is the usage of unnecessary cost which needs to be reduced. Hence, the
organisation can follow transfer learning where fund can be utilised effectively. It also helps in
overcoming challenging situations which is based on practical knowledge (Beardwell and
Thompson, 2014).
1.3 Assessing the contribution of learning theories and styles while designing and planning
The case study shows that Sun Court ltd have decided to give specialised services to the
dementia patience for which the training session will be conducted to make changes. Hence, the
learning theories can be effective to teach the old and new staffs by understanding their
preferable way of learning. It also shows their strength and hence, the human resource can
specialise the staffs accordingly. Being a member in “People ‘R’ Us” I need to find out the
present status and take steps on that basis. It will also help me in understanding the learning
needs that will help the future role of staffs in their respective tasks.
In such case, knowing human behaviour is important as it help in understanding learner’s
psychology and their comfort zone. It can be helpful in implementing learning style according to
the reality. This make easier for Sun Count to teach the staffs with new techniques and skills.
Not only improvement can be seen in skills but also in organisation productivity as the theories
promotes identification of problem (Reiche et al. 2016).
LO4: To understand government skills
4.1 Explaining government-led initiative in training and development
The government of UK plays significant role in training the candidates who are associated with
handling old aged staffs. The activity of training is generally organised by the government of UK
for ensuring that workers have the capability to deal with minimal situation. Sun Court has
decided to provide effective training to the staffs as they will be providing services for dementia.
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The case study states that due to certain factors the CEO had to focus at the training issues. The
following initiatives are taken by the government of UK to develop training program:
Implementing public norms: In order to run a health care home for old aged people group, it is
essential to generate common culture according to the public that will help in developing and
train the staffs.
Formulation of HR policies: While recruiting the staffs HR should maintain certain norms and
government legislative. No discrimination will be done while selecting staffs for the
organisation. The staffs must be selected based on their skills and experience. The candidates
should be treated with respect.
Cutting Cost: If the care home is specialised in dealing with a specific care the government
course should cut the shortage. The case study states that the local authority has also taken
initiative in reducing the amount which they paid to Sun Court by 20%. Moreover, 50% of the
care users are funded by local authority so that they can receive extra care.
Allocating Fund: Government takes initiative in providing fund to human resource department,
so that proper technologies can be used while training the staffs .
Arranging conference: It is effective to arrange conference for the organisations who deals with
old aged group of people or give specialised service for dementia patience. For example,
conference by PwC regarding the changes in health care program was effective for the CEO of
Sun Court. It has helped them in coming to a suitable conclusion that is the government take
measures in funding to the care homes that provides accommodation for old aged people having
mental health issues and dementia (Allen et al. 2013).
Creating suitable work environment: The government can help in doing so to make healthy and
friendly ambiance for both service provider and service users. It can be done by passing strict
law which will contain employee rights and punishments for breaking laws.
4.2 Explaining the impact of competency movement
Nodoushan (2014) defined the term competency as an ability to achieve the given task prescribed
to the individual. It is required for completing task in an effective manner. Due to the rise of
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competency movement has raised high occurrence of competition in the market place. This has
made the organisations to carry out performance gap to measure their firm’s performance with
their competitors. The case study shows the example of competition from the conference held
PwC. The conclusion of the conference showed that the care home was under tremendous
pressure as they faced challenging environment. Such challenges causes rise in competition
along with price pressure from the government.
In addition, both private and public institutes took initiative in investing additional cost in
performance gap. With the passing of time the sectors have become conscious in maintaining
quality standards while providing care. Providing quality care to the staffs is important to
maintain competitive position in the market place. Besides, training program is focused to
improve skills within the staffs. In addition, the private and public sector is towards maintaining
competitive advantage in order to maintain high competency standards (Manolis et al. 2013).
4.3 Assessing the method of introducing contemporary training
Several initiatives have been taken by the government of UK in the field of human resource
department. Contemporary training method is useful in supplying development activities in order
to promote economic growth and stability. Training allows the business to gain competitive
advantage from the market place. The various government institutes that are associated to
introduce contemporary training are as follows:
 Department of Health
 Department of Work and Pension
 Department of Education and Skill
Therefore, the services that the agencies provide to the private sectors are stated below:
 Ensuring that the organisation practises effective work while dealing with the old aged
dementia patience
 Provide funds to the business that are in need
 Creating better workplace standards allows the workers to carry their roles effectively
 It enables the human resource department to make sure that the skills and experience of
the candidates are assessed beforehand (Truong, 2016)
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TASK 2:
LO2: To plan and design training and development
2.1 Comparing the need of training for staffs
Training is an essential requirement that every individual needs to perform at different
organisation levels. As employees carry different work role depending on the situation, the
training process helps in taking corrective measures according to the circumstances.
“People ‘R’ Us” compare the training needs to find the desire outcome from staffs that they are
holding at different levels. Training needs should be divided based on the departments that the
organisation is holding. For example, training should be different for marketing department,
finance and production department. It is the responsibility of HR to design the training session
according to employee needs and skills. If the training is for finance department the manager
should train according to the responsibilities they are holding (Aina-Popoola et al. 2014). It is
important for the subordinate to be aware of organisation goal and should serve management
purpose. The training for staffs handling old aged people will be different than the finance
training. The staffs should be trained to look after the old aged people and prioritise their needs
and requirement. The classification of training needs in “People ‘R’ Us” are categorised into
specific criteria:
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Evaluating the
training needs
Making
specifications’
for training
Establish
suitable
learning styles
Planning
training
Material used
for training
Conduction of
training needs
Requirement of
training need to
be identified
Finding the
learning style of
an individual
Assessing the
effectiveness of
training by
taking proper
measures
Using colourful
presentation and
templates to
deliver
knowledge
Involving in
correct training
is vital
Identifying
relevant tool
while training
candidates
Importance
should be given
to the team while
carrying out
training program
Internet can be
used
Communication
is vital for
sharing
information
Table 1: Assessment and training needs
(Source: Self created)
2.2 Assessing advantages and disadvantages of training process
Training session is prepared according to the budget decided by the organisation. “People ‘R’
Us” used various training method to train the staffs of Sun Court. Each training methods holds
identical advantages and disadvantages. These are stated below:
Training Methods Advantages Disadvantages
Counselling: is used in the
training session to know about
the individual so that proper
learning style can be
implemented to train them
Individuals are given the
opportunities to state the
situation and it becomes easier
for HR to give feedback.
Strategies can be taught to
If trust is broken it becomes
difficult to gain confidence.
Talking about the personal
issues may not beneficial to
compare with own situation.
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deal with several situations.
Discussion: Here the staffs get
to share their positive and
negative work experience.
Discussion between the
workers and managers helps in
developing career skills
If the workers receive support
from the management it will
help in developing suitable
strategies or else they will fail
in dealing with situations.
Performance coaching: It is
needed to improve individual
roles and responsibility
It is effective in personal
development which help the
worker to work according to
changing environment
If the assessment is not
accurate then negative results
will be received
Induction: it is the process
where general description
about the company is given
The employees come to know
about organisation culture and
the role they have carry within
the firm
The employees may face
different scenario than it was
described to them
Performance appraisal:
positive feedback is given to
the employees according to
performance
Employees come to know
about their strength and
weakness and can progress
accordingly
Employees may feel low when
they are not appreciated with
their performance in front of
their colleagues
Table 2: Advantages and disadvantages of training process
(Source: Self created)
2.3 Using systematic approach for planning development and training
Preparing systematic training approach is effective in solving problems and identifying the
essentials to execute proper decision making process. Carrying out this approach is also essential
for Sun Court to provide effective training without wasting unnecessary cost in it. Aina-Popoola
et al. (2014) stated that this approach is rational as it begins from finding organisation aim till
their expectation from the staffs. A training event is also prepared by “People ‘R’ Us” for Sun
Court.
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Stage 1: It is necessary to find organisation aim as it will be easier to set the training schedule
and make the employees learn about their responsibilities. Therefore, for achieving organisation
aim the human resource need to know employees strength and weakness for providing them with
future opportunities (Haff and Triplett, 2015).
Stage 2: Identifying training need is crucial to make the workers able in handling situations they
may face with old age people. For example: staffs handling dementia candidates need to be
patience and strong enough to take suitable decision in dilemma situation.
Stage 3: The organisation need to design effective strategies for the employees in which they can
handle challenging situation and be successful in keeping margin in managing quality in care.
Therefore, at the time of inspection by Care Quality Commission the organisation will earn
respect for giving quality training to staffs.
Stage 4: The last is the implementation of training program in an effective manner to maintain
coordination with needs and strategy. The staffs who are kept for monitoring the care given to
old aged people must keep report. Besides, according to the changing need in market place the
training program should be updated (Salmani Nodoushan, 2014).
LO3: To evaluate training event
3.1 Preparing an evaluation
Willingham et al. (2015) stated that evaluating a training program is carried out to measure the
effectiveness of training session that is created for the staffs. Initiative taken by top management
is associated in analysing several elements, benefits and cost that are required to carry out
organisation activity. From the evaluation plan further decisions can be taken in order to decide
further requirement of training. “People ‘R’ Us” took initiative in looking after the entire training
program so that the strength and weakness of employees can be assessed. Collection of data is
crucial to know about previous performance of the personnel’s. After assessing the necessary
information initiatives need to be taken to observe the staffs for few weeks in order to assess the
training program. After assessing the improvement feedback need to be collected to know the
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response of employees. Later, based on the feedback planning should be undertaken to eliminate
the loophole.
3.2 Evaluation of training events
The following feedback is considered by HR team:
 Reactions are observed by the HR from the trainee for understanding the effectiveness of
training program.
 The HR measures the knowledge by asking questions to the trainees to get information
about their experience
 Looking at the behaviour of employees enables in finding the improvements among the
employees
 Comparing the previous results with present one gives a final step of evaluation. The
techniques of benchmarking give impressive results by setting up new goals (Mak et al.
2014).
 Conducting an effective training session gives measurable business improvements.
3.3 Reviewing the success of evaluation methods
The HR group of “People ‘R’ Us” has used various methods to train the staffs. The manager took
initiative to arrange a discussion with the team members before starting the evaluation method.
Later, the following has been described regarding the benefits of each methods:
 Training was undertaken to improve personal and professional skills. It helped in
acquiring knowledge that can help the staffs in dealing with dementia people.
 The main aim of conducting training session is to make business improvement in order to
get suitable outcome. Hence, the data of past and present was collected to find out gaps
and shaded light to improve it (Date, 2015).
 It also able the employees to stay confidence while handling their respective tasks
Conclusion
It can be concluded that human resource department is an essential study that is required to
attract talented candidates and create suitable workplace. The needs of learning style theories is
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important to be assessed for understanding individuals comfort zone in learning. It allows the
human resource management to provide suitable training in an easy way which can become
easier for the staffs to acquire it. “People ‘R’ Us” has helped Sun Count in providing suitable
training to the staffs so that they become successful in handling dementia patience.
The organisation has possessed huge impact on the economic condition of UK as the
management took initiative in training the staffs with better availability of resources. The role of
government is also involved in developing proper training program by giving facilities like
funding. Moreover, the UK government is playing a significant role in developing lifelong
learning by several private and public institutes.
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Reference List:
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nursing students: A literature review. Institute for Learning Styles Journal, 1(1), pp.1-10.
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exchange relationships, and performance in small businesses. Human Resource
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Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
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Haff, G.G. and Triplett, N.T. eds., 2015. Essentials of Strength Training and Conditioning 4th
Edition. Human kinetics.
Mak, W.M., Chang, J., Hsia, P., Chan, J. and Yu, B., 2014. The use of learning styles
questionnaire in Hong Kong. Developments in Business Simulation and Experiential
Learning, 34.
Manolis, C., Burns, D.J., Assudani, R. and Chinta, R., 2013. Assessing experiential learning
styles: A methodological reconstruction and validation of the Kolb Learning Style
Inventory. Learning and individual differences, 23, pp.44-52.
Nodoushan, M.A.S., 2014. Cognitive Versus Learning Styles: Emergence of the Ideal Education
Model (IEM). i-Manager's Journal on Educational Psychology, 8(2), p.31.
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