Human Resources Development and Training Initiatives

The report discusses the importance of human resources development (HRD) and training initiatives for an organization's success. It highlights the role of HRD in enhancing employee skills, motivation, and productivity. The document also explores various government-initiated programs such as Investors in People, Apprenticeships, and National Vocational Qualifications, which support businesses in improving their performance through regular training sessions. A comprehensive summary of the report is provided, along with references to relevant books and journals.

Human Resource Development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Compare different learning styles..........................................................................................3
1.2 Explain the role of learning curve & the importance of transferring learning to the
workplace.....................................................................................................................................4
1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event...............................................................................................................................6
TASK 2............................................................................................................................................6
2.1 Compare the training needs for staff at different levels in an organisation...........................6
2.2 Assess the advantages and disadvantages of training methods used in an organisation........8
2.3 Use a systematic approach to plan training and development for a training event................9
TASK 3..........................................................................................................................................11
3.1 An evaluation of training event............................................................................................11
3.2 An evaluation of a training event.........................................................................................12
3.3 The success of the evaluation methods................................................................................12
TASK 4..........................................................................................................................................13
4.1 The role of government in training, development and lifelong training..............................13
4.2 Explain how the development of the competency movement has impacted on the public
and private sectors......................................................................................................................14
4.3 Assess how contemporary training initiatives introduced by the UK government contribute
to human resources development for an organization...............................................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
Human resource development are the studies and practices that makes an individual that
develops a specific skill set that makes them a competent enough to survive and serve a job in an
organization (Reiche and Oddou, 2016). The training and development that is given to the
employees are the part of human resource development. Human resource development is
frameworks by which help to the employees are given in order develop their organizational
skills, knowledge and abilities. Sun Court Company offers up-market care home set in acres of
beautiful secluded gardens accommodation for Old Age. This report will focus on the various
theories and styles that re sued by the organization. Also this report will also explain the role of
learning curve and government in the training and development of learning. Furthermore, this
report will also provide the benefit and disadvantages of training methods that are used in the
company.
TASK 1
1.1 Compare different learning styles
When it comes to training there are various learning styles. The Kolb’s learning style and
experimenting model is most widely used style. It is being defined by the Kolb’s that knowledge
can be gained with the process of learning and through the transformation of experience the
knowledge is created. On four learning stages his model was based on which are learning styles.
Figure 1: Honey and Mumford Learning
(Source: Storey, 2014)

 Concrete experience- Related to the people the learning is gained for instance that may be
sensitive to another people’s feeling.
 Reflective observation- By observing the learning is being done and about the same the
judgment is also being made and from the various points of views the environment is
perceived,
 Abstract conceptualization – In the situation is analyzed and on the basis of logical ideas
and intellectual knowledge the people are also examined (Storey, 2014).
 Active experimentation- By people by influencing them it involves the ability to get the
things done.
The learners at any point can enter learning cycle based on their situation. The Honey and
Mumford learning style is another widely used model and it is taken from Kolb’s model and with
the various learning style it is aligned. The activist, reflector, theorists and pragmatists are the
styles that align with do, reflect, conclude and plan stages of Kolb’s model. Of the entire model
the most well-known model is VAK model’
 Visual- By seeing the learners may learn. From the pictures, videos and by observing
others learners may learn. This is for instance, in a meeting conducted by Sun Court,
some of the participants may find it easy to understand the main points with the help of
diagrammatic illustration.
 Auditory– By listening to others lectures, past experiences also learners may learn. This
is for those who finds listening to the points as a more interesting way of grasping
knowledge and is a quick method for them to understand clearly.
 Kinesthetic- By moving and touching the learners may learn best. By touching the
projects, physical movements, field etc., the learning can be done by the learners. It is
therefore meant for people who believes in practically doing the things such as
simulations in the meeting to make it more clear for the present members, etc.
1.2 Explain the role of learning curve & the importance of transferring learning to the workplace
In an organization, learning curve represents the track record of the learners. It is being
defined by the learning curve that experience increase the time which is being taken by an
employee to learn keeps on increasing.
For resource requirement planning and seeping up incentive rate plans the learning curve is
widely used in the organization

Effect of learning curve- The training of knowledge is not just the communication of tactical or
practical knowledge about also it assists to develop the skills that are needed to increase the level
of performance of some employees in the organization. The employee’s business competency
skills are also increase due to which they can get engage in decision-making process and for
them this will choose the career path for them.
This is basically to discourse upon the role of learning curve which is used for
representing an individual’s performance. It is an assistive tool for both the individual as well as
the evaluator in acknowledging the individual’s position in this procedural aspect of learning. It
is therefore known to show the progression of an individual’s learning with a factual
consideration of its application which states that the process of learning is constantly required to
be developed with time. This not only indicates the requirement of transferring knowledge but
rather necessitates a continual approach of monitoring to further draft the points at each phase.
All of these points combined together tends to form a learning curve.
Importance of knowledge transfer is yet another tactical approach in which the employees
are being assisted at the initial level of their occupational period. This later aids them to develop
their skills and abilities in their own field. It is thus important for almost all sort of organization

to carry out a systematic procedure of transferring knowledge to the workers where conducting
induction and training session presents a practical example of the same. Both of these measures
are significant in terms of establishing a strong base for the employees at the workplace.
1.3 Assess the contribution of learning styles and theories when planning and designing a
learning event
To the organization the value is added- In the organization the prime motive of learning
is to increase the value. Without this in organization there would be no value of employees
which in turn is useless (Chelladurai. and Kerwin, 2017).
Efficient use of resources- In the organization the various resources such as physical resources,
human resources and finance resources etc., are need in every activity. By making use of
learning these resources will be fully utilized and there would no wastage of the resources and
this will enhance the efficiency of the organization.
Dealing with the challenges- With the use of various learning styles and methods the managers
of the company will be able to solve all the problems for which they do not have prior
knowledge. The help to the employees will be given to adopt the environment and situation
rapidly if the learning is transferred.
This is to discourse upon the contribution of both the learning styles and theories
provides a deeper insight to the organizations about arranging effective sessions of training and
development as per the relevancy of the individual’s learning capacity. It is however important
for the establishment to choose from effective styles of learning where a single learning style is
not apparent to produce effective results (Gatewood, Field and Barrick, 2015). This in turn
necessitates the organization to choose a combination of 2-3 learning styles that will further
assist in determining the type of event needs to be conducted for an effective learning session.
The learning theories also helps in determine the efficacy of the applied style as a base to design
effective learning sessions.
TASK 2
2.1 Compare the training needs for staff at different levels in an organisation
The different training needs to be there for every organizational level and there are
different kinds of the employees that are there at every level who have different work profiles

and roles. For an instance if the person is working in the sales department then the training need
to be given about how to effectively sale a product. However, on the other hand the person in the
finance department will not require it, the training need to be given to him regarding the new
amendments in the law. Through the various levels Sun country Ltd also functions (Pieper,
Mkandawire and Van der Hoeven, 2016)
 Finance and accounting department – The need of managers and subordinate are different
in various departments. The major role of a manager in the finance department is to keep
the cost and revenue in check. There need to be minimum budget variance. However, on
the other hand the tender, write checks, clears the payments etc., are being prepared by
the sub ordinate. So, the need for training in each department is different. In
consideration the HR of the company need to be considered. And as per their post the
training need to be arranged by them. They represent employees at middle level
management who are required to be trained about the technical skills of work with a
special consent of developing their financial and accounting related skills. Also, this
department is often required to implement some major strategic changes to accommodate
the changing needs of the market and accordingly set their budget. For which, they
should also be trained to develop effective strategic plans.
 Operations department- The major work of the operational staff at the sun court is to
manage the rooms in the care house. In order to make the allocation of room systematic
the training need to be given and also the training will be given to take less time in order
to manage the rooms in the care house. In the training they should be taught to minimize
the waiting time span. In order to increase the level of satisfaction the expert guidance
need to be provided. This represent the employees working at both senior and subordinate
level with a need of getting trained for specific technical skills matching their
occupational fields. It is however with a major agenda of strengthening their abilities to
meet up the set goals and objectives of the organization and become familiar to its
mission and vision.
 Marketing department- The various types of training need to be given to the employees in
marketing department. The training can be given to them regarding the handling of
client’s problems, PR relation management etc. Regarding the handling of various
complaints, the training need to be given to the employees. The training also needs to be

given regarding the use of IT with marketing, digital marketing etc. The HR of the
company needs to look upon on these areas before making the training events. They are
together in requirement of technical skills to take assistance of effective as well as
innovative skills of marketing to approach a large set of customers. This will also help the
appointed marketing team of Sun Court to amplify its current base of customers.
2.2 Assess the advantages and disadvantages of training methods used in an organisation
In Sun court the methods of training that are used have its own advantages and
disadvantages. They are as follows-:
o Performance appraisal- By making use of it the employers will come to know about the
areas so improvement in the employees and as per their requirement the training will be
given to them in order to cope up with these shortcomings. The drawback of these
methods is that discussion the shortcomings in front of the staff can make the employees
feel humiliated and they will become de-motivated (Chelladurai. and Kerwin, 2017). It is
on assessing the system of performance appraisal, which is effective in terms of
improving the performance of employees by together help them in developing
themselves. It together caters their needs of getting promoted as a way of growing their
career and rectify any deficits. However, it is also associated with some major drawbacks
where it is often prone to partiality.
o Lecture method- In sun court this method is most frequent used. At the same time by
making use of this method large audience can be addressed that will save time and money
for the organization. And also, the advantage of this is that not major resources are
needed for this kind of training. The disadvantage of this training method is that it can be
used for the purpose of theoretical work or for the work that happens through process. At
sun court for this kind of work profile may not prove to be very robust method to give
training to some kind of employees. On assessing this particular method, it has been
found to be an effortless way of building individual’s knowledge with a greater control of
the instructor or trainer. Although, it is a one-way method with a passive approach that
does not lead to expected benefits at the end. Seminars and discussions in turn reflects as
some effective alternative approaches of this particular form.
o Practical training method- This type of lecture method is just opposite of the lecture
method. The advantages of lecturing method become the disadvantage for this training

method. In order to carry out such training the dedicated personnel is required that can be
quite costly and also this type of training is also consumes a lot of time, however on the
other hand this type of training method will provide practical outlook to deal with real
life circumstances so this will provide a much-needed exposure to the skills of employees
which is very important at Sun Court Ltd. It is on evaluating this measure, also known as
on the job training consists of both benefits and drawbacks. On the job training is suitable
for fresher’s who can be trained directly by the superiors who will be representing as a
more experienced staff. Also, training on specific aspects can be provided with the help
of this particular training method. However, it is slightly dubious due to the extent of
proficiency of the team providing training to the new employees.
o Mixed training method- One of the benefits of this type of training is that it will combine
the different type of training and as a whole it will impart it to the employees and not as
per the department. The drawback of this training method is that it can take a lot of time
and also the effort is need to combine the different needs of every individual department.
A mixed training method is generally used when the organization like Sun Court is
provisioning group training to their employees. It is effective in terms of motivating the
individuals to a great extent. However, it often lacks individual programming with
deficient attention.
2.3 Use a systematic approach to plan training and development for a training event
For the current problem that is prevailing at Sun court Ltd the following chain of events
is the systematic approach to the training event which is suitable.

Figure 2 : Systematic Approach
(Source: Gatewood, Field and Barrick, 2015)
As the mixed method for training this method is being designed and also it will need
brainstorming, lectures, exposure to the problems that are being utilized in the case study method
and practical life solutions to the problems.
Introduction of the problem scenario- To the employees the problems will be introduced by the
higher authority which in turn will become the objectives.
Q&A session- This will be followed by questions and answers by the employees all the doubts
will be cleared so that what and why the training is being needed in order to solve the problem.
Coming up with findings & discussions- By the employers and employees, the finding in
question and answers will be discussed. This is being done to reduce the discrepancies. In the
groups the employees will then be divided and in order to meet the objectives the employees will
be asked to come up with solution to the problems.
Best solution after discussion and Q&A- In order to keep the solution within what is required
framework the brainstorming will also be done.
Scrutinization and resubmission of solutions- Then the solutions will be scrutinized and for
feasibility a practical applicability the submissions will then be checked.
Solution to the problem of the team- This is an essential part as the teams will have to represent
their ideas, and in order to meet the objectives finally the selected solutions will be applied and
team will be rewarded as per they will solve the problems (Cascio, 2018).

TASK 3
3.1 An evaluation of training event
The various methods can be used in order to evaluate the training event conducted for the
marketing personnel to build effective strategies of promotion and train them to come up with
innovative techniques that attract a large set of clients. In order to evaluate event at Sun court Ltd
will be using five tiered approach by Jacobs. On the five parameters this method will evaluate
the event and with the expected results and actual outcome it will measure the performance and
in the level of outcome it will find out the reason for the variance (Gatewood, Field and Barrick,
2015).
The following are five variances-:
1. Need assessment- The question that what the actual problem is will be answered. This
answer will discover whether the requirement for the training method is need or not, I not
then the training that is given is not needed and for the organization it was the waste of
resources.
2. Monitoring and accountability – The questions such as which all are the participants and
what service are delivering all the questions answers will be delivered. Certain
individuals are being selected at the same time of training and with certain
responsibilities they are assigned after the training and in order to find out the
effectiveness they are then accessed (Gatewood, Field and Barrick, 2015).
3. Clarification of program – At different need level it states the evaluation in order to
answer how more effective the event can be made. By making use of certain methods or
techniques if effectiveness could have been increased (Brewster, Mayrhofer and Morley,
2016).
4. Progress- The progress of the participant is being evaluated in this stage and in this stage
the participants answers the questions such as how well the progress is being made by the
participants? At the time of training it is then used to measure the progress of the
employees and also the questionnaire is distributed based on the topics for the training to
access the understanding.
5. Impact of program – The long-term impact of the program is being evaluated and it is an
experimental approach. The participants after the certain period of training are also asked
that whether the tolls that are used for training are effective or not.

When there is an extensive contribution of the participants then the events are found to be
more effective in comparison to the events which has less involvement of people.
3.2 An evaluation of a training event
Through the following feedbacks form the various stakeholders the evaluation of events
will be carried out
 Trainer and trainee feedback – In order to know about how the event is just carried out
the feedback from the trainee and participants will be taken. In this all are the
expectations of the participants regarding the event will find and to what extent they were
fulfilled and what all are the improvements that can be made in session ahead.
 Knowledge acquisition – The rate of knowledge that is acquired by the participant is
being measured by the company and in order to acquire the knowledge what is the
method that the participants find the best will also be found through this knowledge
acquisition. And also, the participants will be asked about what all are the topics that they
feel are necessary for the program of training. This can be done immediately or
sometimes after the event
 Customer comments- To the clients of the participants or to the customer site is being
asked whether they are finding any change in the behavior of the employees. This can be
done twice once before the start of the events and also after the events to find out the
effectiveness of the events through the customer viewpoint.
 Observation – The employee’s behavior is studies and on the overall functioning of the
organization the impact will be studies if in case the production cost or the cost of
acquiring have represented a significant decrease.
 Comparison of benchmarks – With the industry score the company will compare the
result if he training event and at the beginning of the event the standard set of the
benchmark is achieved. For the future training the higher values achieved are the target
and in the future session it need to be improved (Brewster and Hegewisch, 2017).
3.3 The success of the evaluation methods
In to evaluate the event the five methods that were used were success as from the
stakeholder the following results were received. The training method was evaluated based on this
factor on much this training was effective or the employees.

Improvement in quality – It is being found that there is an improvement in quality of the product
or not.
Customer service- It will be checked whether the customer service is improved or it has met the
core values of the company.
Production efficiency – In the workplace the training will focus on bringing efficiency and
motivation among the employees. In the evaluation process the change in productivity is
measured.
Change in efficiency of room allotment – In order to recognize the effect of the training program
how much change positive or negative is made through the training program is calculated. The
training was given in order to develop the personal skills of individual. With the acquisition of
knowledge, it is linked directly. In order to find the greater picture of the training events it should
be measured. The main objective was to improve the outcomes of the business. The previous
data was being gathered by the HR manager and with the new data the comparison will be done
by the observation. In order to evaluate the effectiveness, it was a useful tool. On the above-
mentioned point by looking at the feedbacks we received from the participants, customers and
management it can be concluded clearly that the process of evaluation was successful as it
tapped on the key areas to access the successfulness of the event which is carried out in the
company Sun court Ltd.
TASK 4
4.1 The role of government in training, development and lifelong training
In order to give training to the citizens of the nation the important role is being played by
the government. This can be explained from the following points-:
Creation of public norms- For the public welfare the government is made and it can reach out to
the masses, in order to reach out to initiate the public tolls and generate such culture it is the
responsibility of the government. In the respective field it will help the people to train and
develop and to achieve higher level of life (Bratton and Gold, 2017).
Formulation of HR polices- For the development of the site employees the resources are being
allocated by the government. To the small and medium enterprise, the funds can be allocated by
the government in order to train and develop their employees for the private sector. In order to
give training and development of the employee’s certain limit cap can be made to spend.

Developing a favorable work environment- In developing the overall capability of the citizens
the government can help by providing a favorable work environment. In many ways it can be
done. By passing the law is one of the ways that contain the rights of the employees and
punishments for violation.
Promotion of humans’ resources in curriculum- The human resources policies can be included
by the government in order to give training to the employees.
4.2 Explain how the development of the competency movement has impacted on the public and
private sectors
From the following sequence the concept of competency can be understood-
Novice- They do not have any basic knowledge of job
Experienced beginner- They do have some basic knowledge of the job.
Practitioner- For the decent amount of time working with basic knowledge
Knowledge practitioner- For the job this person has gathered all the need knowledge.
Expert – In the role this person will become proficient
Through all these stages a person goes and this becomes competent enough and this
affects in real life work place (Albrecht and Saks, 2015). This section is to discourse upon the
development of competency movement that has greatly impacted upon the public as well as
private sectors. Herein, the competency movement has been specified to be a movement led to
attain competitive benefit over others. This type of movement has significantly affected globally
by forcing the establishments to attain a competitive benefit over their contenders with assistance
of effective training and developmental measures. This involves some specific considerations
like framing a proper job description with conducting training need analysis and also hire
individuals in accordance to their requirements that goes along with the professional skills.
However, on comparing between the private and public sectors, the private sector companies
have been found to get more affected with a need of making rigorous investment in training and
development. It has also led to a higher rate of success where the private sector organizations are
now getting expertise people to work with and adopt the tactic of learning as a never ending
process. The employees are also getting a raised sense of motivation and are getting enabled to
handle diversified responsibilities.

4.3 Assess how contemporary training initiatives introduced by the UK government contribute to
human resources development for an organization
The government of UK is providing the business to the one who need it and by Sector
Skills Council the skills for corporate are provided. By the learning and Skills Council, the free
education for over 16’s is provided. By the university of Industry, the skilled workforce for the
industry will be created. UK government has taken several number of initiatives for supporting
the enterprises for enhancing their business performance by assisting them to conduct regular
sessions of training and development. This involves the contribution of many such programs
initiated by- Investors in people- This depicts a significant framework provided to the
organizations to handle their workers in a standardized form.
Apprenticeships- It is referred to a training session arranged by the institutes to train the
fresher’s.
National Vocational Qualifications- This refers to a qualification award attained by the entities
who have shown a capability of operating as per the specified industrial norms and standards.
CONCLUSION
Thus, summing up the above report it can be concluded that in the company the proper training
to the employees can be given with the help of human resources development. The skills of the
employees will be improved with the training that is given. The various training methods such as
lecture methods can be used.

REFERENCES
Books and journals
Albrecht, S.L. and Saks, A.M., 2015. Employee engagement, human resource management
practices and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance, 2(1), pp.7-35.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Gatewood, R., Feild, H.S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Pieper, H., Mkandawire, T. and Van der Hoeven, R., 2016. Africa’s recovery in the 1990s: From
stagnation and adjustment to human development. Springer.
Reiche, B.S. and Oddou, G.R. eds., 2016. Readings and cases in international human resource
management. Taylor & Francis.
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.