Human Resource Management in Development

This assignment delves into the crucial role of human resource management (HRM) within the context of international development. It examines the various HRM practices employed by NGOs and other organizations involved in development initiatives. The focus lies on understanding how effective HRM contributes to the success of these endeavors, while also considering the unique challenges faced in implementing HRM strategies across diverse cultural and economic environments.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 comparing different learning form: ......................................................................................1
1.2 Role of learning curve and significance of transmission of learning at workplace..............2
1.3 Contribution of learning style and theories in planning and designing of learning event....3
TASK 2............................................................................................................................................3
2.1 Training needs for staff at different level of organisation.....................................................3
2.2 Advantage and disadvantage of training method .................................................................4
2.3 Systematic approach to plan training and development for a training event........................6
TASK 3............................................................................................................................................7
3.1 Evaluation of training program with suitable techniques.....................................................7
3.2 Evaluation of training program.............................................................................................7
3.3 Review the success of evaluation method used in the firm..................................................8
TASK 4............................................................................................................................................9
4.1 Role of government in respect of training, development and lifelong learning....................9
4.2 Competency movement and its impact on the public and private sector..............................9
4.3 Training initiatives of the UK government and its role in human resource development for
an organisation..........................................................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource division is the keystone of business management. It is well-known that
human resource manager are the important assets of “People 'R' us”. If this asset utilize properly
in the business in such ways of several learning styles, role of curve and its grandness for
training program, contribution of learning style, planning and designing and much more. The
training methods from which can organisation improve its employees and their methods,
approaches, events and suitable techniques. Success of evaluation methods and the role of
government of the UK to develop life long learning for the individuals. The important role of UK
government in assistance of “People 'R' us” to help the sun court organisation working for social
activities old age home to compete with other firm in different sector. Also, the training program
furnished by the UK government and their contribution towards human resource development.
TASK 1
1.1 comparing different learning form
Learning form is a formulation which is carry on by a single to learn different things in
limited times period. An individual person could not select reliable learning style for
him(Wilson, and el.al., 2012). An individual must recognise his weakness and strengths to select
a suitable learning style.
Honey and Mumford model: Activist: This activity is relevant for an individual person to learn something new
business, use this learning style to teach something new for their employees(Werner, and
DeSimone, 2011). This form assist workers to learn something innovative and create a
place in the company. Theorist: The learner are specific and they shape the field where this theory could be
implemented. This theory works practically in a company. The learner think logically and
evaluate a lot of things from their concepts. Pragmatist: This kind of learner do experiment and execute them to learn innovative
things. This style is followed by programmers who also do innovation and each time
invent new things. This is the one of the best style of a scholar.
1

 Reflector: In this style, learners try to understand numbers of things by listening others
carefully. Every person does a detailed evaluation of communication process which help
them to recognise areas where they can learn something new.
Kalb's learning model: Accommodator: These kinds of individuals consider in doing work practically. Such type
of learner don't believe in theory concepts(Wang, and Noe, 2010). “People 'R' us” must
follow this style to train their employees to help of sun court. Converger: This learning form is just opposite to the accommodator. Learner believe in
getting theories which are developed by others. Such type of learner style is not effective
because theory can not help to develop new things with this learning style. Diverger- Apprentice precede this style to make creative nature by carrying out
discussions about the same with others. Individuals clear their understanding and enlarge
new things with this learning style.
 Assimilator: In this acquisition style, individual thinks before any taking action they
observe, understand and evaluate scenario by analysing things in multiple ways and then
they take action which produce new things to learn.
1.2 Role of learning curve and significance of transmission of learning at workplace
Learning curve is a representation chart which show the development in experience and
acquisition of an individual by accepting fresh things at work place(Sparrow, Brewster, and
Chung, 2016). The particular things in a business repeatedly teach an individual which made him
expert in performing specific tasks given at workplace. Repetition of same work raise an
individual's experience and task performance at workplace. The development in learning and
experience will develop the performance of an individual which makes him more productive at
their workplace. Managers of “People 'R' us” can make a learning curve which enable them to
know the level from which an individual acquire innovative things. Learning curve gets rid of
these issues and managers solve this by review figuring from which an individual learn new
things at work.
It is essential for an individual because he does not have experience and knowledge of the
task which he executes at his workplace. It is the training that makes an individual more
experienced towards his task in tabular way. It is noticed at work place that when employee
2

penalize their works, they should not do bootless actions. This is a great significant of
transferring learning to an individual at his work place.
1.3 Contribution of learning style and theories in planning and designing of learning event
Learning style is an approach which is followed by a single to acquire different things
within limited time period at workplace(Payne, and Isaacs, 2017). The leaning form is various
from each other because of its quantity. It is well-known fact that every individual have unique
capabilities of learning from others. Thus, a learning style which is suitable for a particular one
person is not necessary to be suitable for other one. This is because of different thinking, attitude
and the way they accept to learn the new things from other person. A specific style for
acquisition could not be used while making training and designing program. Various leaning
style are included by time to time because of the nature and various heredity qualities, attributes
and background of an individual.
Learning style and theory have a great contribution towards planning and designing
learning outcomes. The technical things implemented in an individual for a batter approach
which must be followed by him at workplace(McMichael, 2011). The training program is
delivered to many employees by firm but expected development is not observed. Hence,
appropriate techniques is so important for developing a program. Manager of “People 'R' us”
must analyse various learning form to select one appropriate to train an employee in better way.
They also evaluate learning theories which ascertain them the way of teaching new things of
trainees. From this evaluation management can find better techniques to deliver training at the
workplace.
TASK 2
2.1 Training needs for staff at different level of organisation
Training program are so important for employee that they all work in different situation
and their work is also so different from each other(Kraaijenbrink, Spender, and Groen, 2010). So
the training must be given in several ways for employees at various level of administration. Top level employee's
Top level employee's such as CEO, COO, finance manager, accountant and others. It is
so important to ascertain work done by them to find training needs of these employees. The main
work of top employee is to look after varied departments perform, make plans and strategies
3

which make the firm strong both side internally and externally then other business. Training in
point to strategy formulation is given to the top administration and executives.
 Middle level employee's
Middle level employees of a firm such as branch manager and subordinates are liable for
managing activities of a business at mediate level(Knowles, Holton III, and Swanson, 2014.).
Specific task in a training program can teach employee new things. “People 'R' us” can give
training to their workers to teach the way of communication and marketing of a product. These
kinds of training program shuffle employee to be more efficient in their work to be more
negotiation in production.
 Lower level employee's
Lower level employees are those who work in production department such as supervisor
and employees(Kehoe, and Wright, 2013). In this training program “People 'R' us” can teach
their employee to arrange things in systematic way. The training program is given to an
individual for production is transported to firm sun court.
2.2 Advantage and disadvantage of training method
It is fact that every thing have its positive and negative result. In the same way training
programs have also some advantage and disadvantage, here are some training process describe
below which are used in “People 'R' us”.
TRAINING METHOD ADVANTAGE DISADVANTAGE
On the job
Position Rotation In this method of training an
individual is placed on
different jobs. The main
advantage of this method is
while working on different
jobs an individual can
experience a lot of things.
Thus, this method increase
experience level of an
individual at workplace(Jiang,
The disadvantage of this
process is that an individual
person shifted in short interval
for multiple jobs and receive
experience but failed to
improve his expertise. Due to
this reason individual observe
slow growth scale.
4

Lepak, Hu, and Baer, 2012).
The other plus point of this
method is that he can identify
the position in which he enjoys
the work and make maximize
utilization of same.
Apprenticeship Advantage of this method that
an individual person schooling
a lot of new things, while
working under the manager.
The managers who train
employee are well educated
and experienced.
The disadvantage of
apprenticeship is that
sometimes mentor does not
able to pay attention to their
trainee and fail to make
optimum use of apprenticeship
at workplace.
Off-the-Job
Vestibule training The advantage of this method
is remains same instead of
production facility, training
given to a person at the
specific workplace. One can
learn things and do
experiments with process. This
path helps an individual in
learning new things.
The disadvantage of this
method is that in approach
situations that are plant and
simulated at workplace. Thus,
the cost of simulation is very
high and only few firms use
this process.
Conferences In conference, multiple people
take training from an
individual trainer at same time.
In this approach trainer teach
every thing in detail to
trainees(Harzing, and
Pinnington, eds., 2010). The
The disadvantage of this
method is that it is hard for
trainer to handle number of
trainees. Thus, due to this
reason training program will
remain ineffective at
5

second advantage of this
method is that training could
be done by online
conferencing even if trainee
are not in the city.
workplace.
2.3 Systematic approach to plan training and development for a training event
There must be a tabular formulation for performing each and every activity which is
followed at workplace(Hall, Daneke, and Lenox, 2010). Specific approach regarding
development and improvement for training program are below:
 Need evaluation:
This step preceded at workplace for training and evolution programs. This is to be noted
that employees In the firm are different from each other as well as their division. This is the
reason that training program is not suitable for all trainees.
 Design:
This training program is designed by the special employee in the firm. It all basis on the
managers to choose between employees to appropriate development and design programs. On
the basis of received documents with information about training needs employees decide what
will be appropriate method to be used to trainee employees. The managers can also select same
process to train their employee.
 Development:
The determination of appropriate method and approach all managers to trail employees
and improve their abilities towards work place(Guest, 2011). Some infrastructure also needs to
be develop for train employees and develop environment, by using this training process will
affect the workplace positively.
 Implementation :
Implementation is the important part of training program from which strategy can be
implemented in better way at workplace. The implementation plan must be analysed by
managers to ensure the right strategies are applying to train employee.
 Evaluation:
6

This is the final procedure of implementing training programs, which are evaluated. In
case of training program if implementation is not done in systematic way than evaluation helps
to determine the mistake and reduce the chances of repetition.
TASK 3
3.1 Evaluation of training program with suitable techniques
Execution of plans and preparation of strategies is not sufficient in a business, although it
is very essential to evaluate the success of it(Getches, and el.al., 2011). Here are some methods
to evaluate the training program:
 Performance appraisal
Performance appraisal is essential part of evaluation programs. In this function the
performance of employees are appraised after a short period of giving the training program. By
these managers can identify the performance of employees whether it is improved or remain
same. This method is commonly used by business organisations. At the end of the year every
firm do their performance appraisals.
 Observation
Observation is a process which is apart from performance appraisals. In this plan
observers present at the work place observe the performance give by the employees which
partici\ earlier in the training program and with this “People 'R' us” could identify the skills'
communication and their development weather it improved or remain same(Fowler, 2013).
Managers find some input from them which is useful and they do it frequently at workplace.
 360 degree feedback
The 360 degree feedback is very important for a business that it help manager to review
the performance of the employees at workplace(Flamholtz, 2012). It is also used by the company
to recognise the training program effectively. This process obtains the performance of an
employee from his managers and from this information it is identifies the weather training
program successful or remain same. It also assists to recognise the efficiency and performance if
a worker in the corporation.
3.2 Evaluation of training program
It is very crucial to measure a training program because the evaluation is Alyson method
to identify the concepts from which the training program was running successfully and achieving
7

Its objectives and goals. Hob rotation is the method to train an employee. The company collects
its profit from developing an employee and improve its efficiency level and performance at the
place they all working. The employee were rotated in the period of two months which increase
their individual performance and knowledge(Daley, 2012). The employee were rotated and
perform many of the project and from which one of them is suitable for employee its been given
to him. The focus of the training program is to develop and improve the performance and
efficiency of the employee. This action is taken from rotation of employees. Under the training
session employees get teach and also able to ask questions. This will help to clear their doubts
from trainer. The overall performance of the program is to accomplish the evolution into
employees and manage their work at work place. The 360 degree feedback method is used by the
managers to get feedback from their employees or relevant and association. The trainer gets
positive results from his employees and modify their productivity and efficiency. This method is
also used to evaluate the performance of the employees. This also help to ascertain the success of
the employee performance and improvement their individual job. Finally, the training program is
successfully implemented inn the business.
3.3 Review the success of evaluation method used in the firm
The assessment method used in the work place are successfully implementation and
reviewed towards employee execution and effectiveness. Performance appraisal and 360 degree
feedback these are two methods for checkout the employee at their workplace. Latter, that the
training program reach to improve the evaluation method. The managers also collect the
analysed data and information of employees performance and development. The effective in use
of reliable data at the work place(Cummings, and Worley, 2014). Some of them determined
earlier within which an employee complete his work within stipulated time. The other perimeters
which is used to evaluate the performance of an employee is the number of units in which is sold
by their training program given earlier to the project which ascertain their performances at the
work place. This is recognised that the other method is better than the 360 degree feedback
method at the work place. The actual function result can be manipulated by their colleagues and
relatives(Armstrong, and Taylor, 2014). This thing determines that the other method is better
than the 360 degree feedback method. The observation method is also a good process to measure
and appraisal the performances of the employees at the work place. Observer does not have any
relevance with any individual. Such kind of methods helps the organization to review its
8

employees performance and evolution in their work to perform better in the firm at their work
place.
TASK 4
4.1 Role of government in respect of training, development and lifelong learning
Youth is essential element for the growth of any company. The young people of the firm
assist with their skills towards the nation in any situation(Chelladurai, and Kerwin, 2017). Thus,
the government plays a critical role to direct and train the youth people to develop their activities
within their training and development program because this is the only method to create
opportunities for the employment for an individual. In the present time there are not enough
chances for the workers but number of workforce is requiring for the jobs and employment. This
performance will assist to operate the business operations. In handle this situation the UK
government is conducting the training and development program for reducing the problems and
maintaining the emplacement opportunities. Life long learning is a process where UK
government us targeting and these are below:
 Learning people form the outside and evaluate of their demands.
 The development in the class room climate and student teach by the latest and advanced
technology.
 Creating opportunities for the individuals to upgrade their skills and knowledge.
The UK government is performing well with their interest in the development of training
program to make effective and beneficial for those who want to join the skill development and
knowledge towards up-gr. On the other side, government consistently run the training and
development program so the work force cab perform well towards their task in effective and
efficient way(Cascio, and Boudreau, 2010). The UK government also manage the cost of
operations to assist the training and development program run properly without facing any
issues. The UK government trying to create more opportunities for the help to operation to run
frequently. From this the individual are able to participate in the activities organised by the
government to develop their performance. This could be done by the assistance of government
efforts and company operations to make beneficial opportunities for the youngsters towards their
work.
9

4.2 Competency movement and its impact on the public and private sector
Manpower is a mode from business can make efficient use of essential assets to gain
maximum returns(Brewster, and Hegewisch, eds., 2017). Competency is important for both
public and private sector run successfully business activities and competency movement at the
work place. The competency movement is important because its all focus on the employee's
production and efficiency. In this movement trainee always run similar to the trainer, this help
trainee to understand and evaluate new things obtained from trainers and make benefits for the
company. Business firm focus on making them competitive from the other corporation. This kind
of movement can notice by the growth of the organisation and its strong value. This helps to
minimize the cost generation in the business and improve profitability in the company. It is the
responsibility of the manager to implement the competency movement systematically at the work
place. From this action manager are determined the position and performance of their employees.
Employee is also able to determine the position and performance of their employees. Employee
is also responsible for the given task from the manager and done effectively. It is notice that at
present time the public and private are focus on improving and developing the competency level
of their employees to beat the rival companies. “People 'R' us” are the private sector company
which is helping a social firm sun court age which provide service to 60+ age positions. They try
to improve the competency movement in helping towards sun court age because the competition
of old age house is so broad and spread. The help provides by the “People 'R' us” to sun court
age house beat his competitor and be able to manage the services of old age house and produce
more efficiency.
4.3 Training initiatives of the UK government and its role in human resource development for an
organisation
In the past years the UK government takes many actions to create new opportunities and
development in skills of present work force.(Bratton, and Gold, 2012). The government take a
good step against providing number of opportunities and skill development programs for human
resource development in a company. Some specific training program also managed by the UK
government in many domains. This would involve contemporary learning activities and the
program is mentioned for the UK government to develop and improve vocational skills within
individuals and employees. The training programs are in the face of two or four month training
10

which prepare an employee into an improved person in specific way. They receive a certificate
from the company which prove that they are good employee for any business sector.
The one most essential program evolve and established by the UK government for
individuals to train in E-commerce, safety and food, supervisor related activities at work place.
The apprenticeship program are also managed by the government for the training of professional
in many fields of the work(Boxall, and Purcell, 2011). This is ensured that the firm appointed
employees are well educated and aggressive towards their performance. Large number of
youngster and employees are joining the apprenticeship program and getting so many
opportunities. Such kind of program supported by the UK government are focused on the
practical knowledge work for an individual which improve their efficiency and make them
effective.
Such kind of program which is running for the individual are known as “skill for life”.
Such type of program assist individual to gain their knowledge base in respect to ESOL language
numeral contents(Bishop, and Pagiola, eds., 2012). There are so many employees in lower level
of “People 'R' us” which provide program of certified business areas, thus this can be understood
that the UK government is playing a lead role in Human resource department of “People 'R' us”.
CONCLUSION
This report is investigated upon human resource development towards business. The
report reveals the importance of learning of an individual to improve his skills. Different learning
styles for transferring knowledge to employees. The several learning styles and theories define
the contribution they give in the sector of developing an employee. The training needs are also
implemented at various level. Training and its disadvantage for “People 'R' us”. Training vents
improve the efficiency o the employee. The suitable techniques for developing an individual into
a working employee. The importance of UK government towards the organisation their training
program and development program in many ways. The UK government also assist an individual
person in training, development and life-long learning and for compete the other companies in
the homogeneous sector.
11

REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bishop, J. and Pagiola, S. eds., 2012. Selling forest environmental services: market-based
mechanisms for conservation and development. Taylor & Francis.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
learning.
Daley, D.M., 2012. Strategic human resources management. Public Personnel Management.
pp. 120-125.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Fowler, A., 2013. Striking a balance: A guide to enhancing the effectiveness of non-
governmental organisations in international development. Routledge.
Getches, D. H. and el.al., 2011. Cases and materials on federal Indian law.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21. 1. pp .3-13.
12

Hall, J. K., Daneke, G. A. and Lenox, M. J., 2010. Sustainable development and
entrepreneurship: Past contributions and future directions. Journal of Business Venturing.
25. 5. pp. 439-448.
Harzing, A. W. and Pinnington, A. eds., 2010. International human resource management. Sage.
Jiang, K., Lepak, D. P., Hu, J. and Baer, J. C., 2012. How does human resource management
influence organizational outcomes? A meta-analytic investigation of mediating
mechanisms. Academy of management Journal. 55. 6. pp. 1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39. 2. pp. 366-
391.
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.
Kraaijenbrink, J., Spender, J. C. and Groen, A. J., 2010. The resource-based view: A review and
assessment of its critiques. Journal of management. 36. 1. pp. 349-372.
McMichael, P., 2011. Development and Social Change: A Global Perspective: A Global
Perspective. Sage Publications.
Payne, V. G. and Isaacs, L. D., 2017. Human motor development: A lifespan approach.
Routledge.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
Wang, S. and Noe, R. A., 2010. Knowledge sharing: A review and directions for future research.
Human Resource Management Review. 20. 2. pp. 115-131.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Wilson, A. and el.al., 2012. Services marketing: Integrating customer focus across the firm.
McGraw Hill.
13