Sustainable Development and Entrepreneurship

This assignment examines the relationship between sustainable development and entrepreneurship within the context of human resource development (HRD). It requires students to analyze past contributions to this field, identify key concepts, and explore future directions for research and practice. The focus is on understanding how HRD strategies can contribute to both sustainable business practices and societal well-being.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1.......................................................................................................................................1
1.1 Different learning styles........................................................................................................1
1.2Role of the learning curve and the importance of transferring learning to the workplace.....3
1.3 Contribution of learning styles and theories when planning and designing a learning event
.....................................................................................................................................................4
4.1 Role of government in training, development and lifelong learning...................................5
4.2 The development of competency movement has impacted on public & private section.....5
4.3 Contemporary training initiatives to human resources development for Sun Count Ltd.....6
TASK 2............................................................................................................................................7
2.1 Training needed for staff at different levels in Sun Count Ltd.............................................7
2.2 Advantages and disadvantages of training methods.............................................................7
2.3 Approaches of training and development plan for training event.........................................8
3.1 Evaluation of a training event...............................................................................................9
3.2 Carrying out an evaluation of training event.......................................................................10
3.3 Review of evaluation methods............................................................................................11
CONCLUSION .............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resource development is the structure which helps employees develops and
enhance their organisational skills and abilities also nourishes his knowledge or personal
capabilities of work. It is the best significant tool or opportunity which have been considered by
employer for their staff member. This can also be said that, an ability and encouragement which
provides continuous path in order to develops skills and facilitates manager to retain or motivates
their employees ( Aveyand et. at., 2011).
Human resource development consist a set of event such as employees training, career
development also coaching, mentoring and performance management. It too have organisational
development process. The prominent aim for human resource development is to creates best
superior workforce which helps to accomplish organisation and individual work goals. This
development process has a lot of chances for employee within organisation or out side to builds
employee more sufficient. This report is been concerned with sun count residential homes
limited. They felicitates market care home set with suitable garden and accommodation for old
age person mainly who are above 60 ( Bratton and Gold 2012). This home care provides facility
in minimum cost but also have a drawback that they do not have any trained personnel in
organisation cause CEO of it beliefs that learning of staff hikes on cost and it is unnecessary but
there are some factor that force them to retain their employee with good skill and provides some
training. It includes different learning styles, contribution of approaches and also learning curve.
TASK 1
1.1 Different learning styles
Due to cut throat competition market has various training styles this conditions brought
enormous challenges to working practises, Sun Count home Ltd seeks to trained their employee
in efficient manner which grow with long destiny and spread satisfaction among customers.
There are so many frames of training to be followed by management in regards to develop
quality skills in individuals. Every person has preference that who they want to learn some of
them learn alone and few are interested in group training. Other side some are best at listing and
another are comfortable in seeing. In this process different people provides their ideas which can
Sun Count Residential Homes Limited take for their worker's such as-
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Fleming's VAK model
This VAK is Visual, Auditory and Kinaesthetic model. it is most common and widely used
segment of various types of learning style. Fleming says that this provides simple way of
learning or easy to understand for personnel. Model depicts three categories of learning as-
 Visual learners(able to see):
These learners are best at learning by looking at graphs watching a demonstration or can be by
reading. Author in this training session provides some practical assignment to their employee by
which employee will able to observe new trick or techniques in organisation. This model made
this session easy by facilitates charts or easily identifiable thing for personal but persons may
face some difficulty while giving explanation to these objects ( Brewster and Hegewisch2 017).
 Auditory learners(able to hear):
This trick is all about listening to explained things rather then reading for them. People get
educated through listening discussion or lecture and tapes. This trick takes favour in memorising
any skills or thing by the help of it people are more capable for their wok.
 Kinesthetic
Here learners choose to learn through their experience by moving or touching and doing things
by their own. The reason behind is work on activities can be easiest way to learn for an
individual. This model step or category simply states that experience is the key which makes an
employee more efficient or creates ability for completion any given task.
Honey and Mumford
Peter Honey and Alan Mumford builds their learning style as a different version on the Kolb
model ( Crook and et. al., 2011). They gives quit smiler approach to Kolb but with in different
terms. So it is an combination product of learning cycle stage and have 4 types of learning styles
as-
 Activist:
In new experience it involves employees as to seek continues change in organisational activity.
In sort they are those people who are learn from doing. Person came into action and get
experience what they were trying to learn in that condition. Usually activist are open minded or
like to brainstorm and do not jump on situation with biases also they are ready to group
discussion in order to find solution.
 Theorists:
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These kind of employee gives major attention to theoretical basis rather then action. Here people
are more followers then leader and do not engage in the learning process. These persons are tend
to be perfectionist cause they always prioritize theories and logic before coming into decision. It
can also be said that individuals are more analytical for any task to be done.
 Pragmatist:
This means a person who are practical in nature also try to task every opportunity that comes. If
organisation have pragmatist in it then they are very responsible, confident in decision making
and ready to have challenges or take decision for growth (Daley, 2012.).
 Reflector:
These kind of person normally dose not take initiatives and search for opportunities. Generally
they sit back and follows instruction. They collect data and dose not take part in any activity.
Reflectors learner spent their whole time in analysing data and slow in developing and judging
situation. It can be said that these are effective in decision making process but not efficient.
1.2Role of the learning curve and the importance of transferring learning to the workplace
Learning curve describes performance of learner and their marks on all over process of
training. The learning styles has their own major objectives to accomplished it transformation in
working styles needs to be placed.
Role of learning curve-
The learning curve represent by a graph on basis of learning affect on organisation. It
showcase increasing or decreasing ratio of workers learning skills or abilities. As a tool it
facilitates management to analysis and compare training and make it a track record. Through this
organisation can easily defines core elements to learner and their progress and have ability to
recognise which types of training are required for workers which will helps to employees in
attaining goals. Learning curve helps individuals to focus on build new skills and adding values
or also sets career path (Guest 2011).
Importance of transferring learning
In Sun count Ltd organisation human resource development manager have conducting
training and learning process for employees the aim behind is to improve their ability, capability
and interpersonal skills for completion of given task. Management used so many sources to
improve learning process such as funds and trainer also provide sound environment in which
worker can nourish their skills. There are some importance as-
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 Add values
It is the main objective of learning that this add ons some values to organisation. Through this
management is able to identify where the training is effective or not. After it organisation took
suitable steps in order to fix all drawbacks if training process have.
 Utilisation of capital
In order to conducts this process organisation need to pay in good amount to helps in improving
individuals working efficiency and ability to work. Hence all employers need to use all sources
in good level and in effective manner ( Halbesleben 2010).
 Face the challenges
Employee will enhance their ability and capacity of working through this training and this is the
main objective of it. By it they can easily face challenges in organisation. Proper learning
process helps employee to understand how internal and external challenges should be complete
and how over come difficulties.
1.3 Contribution of learning styles and theories when planning and designing a learning event
Learning theories gives conceptual outlay to know objective and requirements. But what
and which style will be used is depends on employees preference and how organisation want
them ones adepts new techniques. Before selection and application of training this style and
theories will be analysed and made adjustment with organisation's expected desired.
For Sun Count Homes Ltd learning style, knowledge and development of skills are
important cause they provides help and care for old aged persons also fulfil their needs. For it
worker need to know all those techniques which helps in serving needs to their customer and
attained organisational goal ( Hall and et. al., 2010). In these styles there are so many theories
such as Honey and Mumford, Fleming's VAK model etc. both depicts different types of
learning. The contribution of styles in planning a learning event.
 It helps in reality check that says what kind of training are needed by employer or
employees but before providing this management should take care of specialisation of
worker division along with their future work.
 This also facilitates with learning material and tool or activities on basis of knowledge
and skills.
 It contributes to categorise human behaviours for different aspect, situation and criteria
for particular job.
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4.1 Role of government in training, development and lifelong learning
The UK government play a vital role in all sectors of organisation. Government arranges
training and develop program through expert trainer to confirm the employees can build, develop
and reach out to the maximum standard of performance. Sun Count Ltd is a old age home in UK
so some factors with government concern with internal development of organisation. For it there
are some roles listed as
 Provoke a Public Norm
Government comes with various processes and initiation to creates common culture in economy
in nation it facilitates to train and learn new aspects. They concern for every individual to
enhance their skills and ability for future goals ( Jiang and et. al., 2012.).
 Distribute funds
Government facilitates organisation with required fund this distribution is for needed training
and development for employee. This Sun Count Ltd is old age home they take care of their
customers for it organisation provides camps for their customer and also conduct free of cost
training session for employees where they can learn new ideas and serve old persons.
 Formulate HR policy
Formulation policies are made up to improve capacity and ability of work or employee. It comes
with specific training and learning for everyone who are connected with organisation. Here HR
policies are very important cause this organisation serves old aged person who needs more care
and concern.
 Develop a positive working environment
nation's government made up rules and regulation for every individuals or business entity. Hence
Sound environment is must for accomplishing organisational goal.
4.2 The development of competency movement has impacted on public & private section
Competency movements is making other firm concern about the performance gap of their
firm. Here private firms are investigating more in this part of organisation to increase their
competency to gain advantages in market. When firm dose not want competency in employee
action fall in competitive advantages that means poor services quality, low motivation etc. (
Knowles and et. al., 2014).
this defines how the ability of performance and qualification for a particular job are needed.
Government start contribution and result are listed as:
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 Provide Effective Job Manner
This facilitates good employment approach for particular job roles which can be done in proper
and effective way. By this government and organisation begins skill developments program in
different areas and they recruits new persons for their organisation.
 Achieve Competitive advantages
In private and public organisation competency provides them capability to face competition and
get advantage in market work are done in strategic manner to grab objective. Some times
management helps in grabbing chances to over come their market threats. Both areas are concern
with high-performance workforce to get their objective.
4.3 Contemporary training initiatives to human resources development for Sun Count Ltd
The steps toward contemporary training initiatives was taken by UK government to
facilitates Sun Count Ltd organisation a training and development program to bring stability and
growth in economy. The aim of training session is to quick learning on different sectors of
business. For Sun Count Ltd this learning initiation has very importance for future developments
and achieving competitive advancement (Luthans, and et. al. 2010.) The Sun Count Ltd has
developed and changed their root values to make it successful some training are given to their
staff members. This training will aid the employee to adapt new changing environment. This is
or learning session are concentrated on customers exception, competitive position and market
condition and also future prospect. Quick adaptability is tend to be possible when active
participation and effective implementation of training tricks or skills are marks in organisation.
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TASK 2
2.1 Training needed for staff at different levels in Sun Count Ltd.
Sun Count Ltd is an organisation that providing healthcare services to old age person as it
focus on good qualities of services to those people who needs as well as for their welfare. They
also undertaking their staff's training and development programs according to their levels to
improve the services and gives best experiences to customers. For providing training to
employees they organise this program and several approaches can be used to identify training
needs of an organisation.
Organisational level: In this level, training and development needs are related to
individuals work as what they should do in their jobs that company's goals and objectives can be
achieved or it can meet with its desired goals. So it focus on path or guidelines for organisational
objectives. Sun Count Ltd can analysis this training need by its service provider or ability to care
for customers (Meredith 2011).
Operational level: In this consider employee's ability, skills, knowledge and attitudes
regarding their jobs or work as they should carry out for best performance and put efforts for
accomplish goals so according to them it can be evaluate that support organisation's operations.
Sun count organisation analysis this needs for its employee's to see their performance as how
they are treating to people for their betterments and find the ways for improvements.
Individual or personal: It is related to human's personal needs training as well as
individual training need analysis to develop his or her performance or if they really improve their
performance that helps to organisations in effective work or increase work productivity. This
organisation conducts these types of programs according to employee's personal demand. It also
called interpersonal skills development.
So these are the types of training needs analysis that helps to firm as organising this
program for attaining goals and objectives. Sun Court Ltd use these analysis methods to identify
needs and try to provide more facilities to people what they expect from this company. ( Pfeffer
2010)
2.2 Advantages and disadvantages of training methods
Training is defined as an act and process of any individual who get training for acquiring
skills, abilities, knowledge, experience from trainers which they apply in their own performance
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while performing task to accomplish outcomes. Sun Count Ltd must invest in training program
for its employee's current job and develop their skills for future. Human resource development
activities involves customer service training, performance management, 360 degree appraisal
reviews etc.
There are some training methods and its pros and cons that support to Sun Count Ltd for best
service provider and also affects on it in various ways such as:
In house training: In this defined that to provide better customer services company invite
a expert or hire a staff of trainers within organisation and trainers who gives training or guiding
employees that how they should treat with customers or provide them training for ultimate
services etc. the disadvantages of this methods is that it increases cost in inviting expert or hiring
a full time trainers ( Sarkis and Diaz 2010).
Online training: It is the best methods or way to provide training at any where or any time
through internet so company can organise online training for employees which helps to save
working hours of it and utilise time effectively to increase work efficiency. The disadvantage of
online training is that it is impersonal so if employees have any doubt and query then they cannot
clear it.
Seminars: It is best and suitable method for training by which experts shares their lives
experiences and some learning that will acquire by employees in their performances and learn
them more things which helps to improve work or quality of services for best results. Some
professional institutions offers seminars training for customer services. The disadvantage of this
training is that some of employees do not get interest to attend seminars or the attend when it
scheduled at near by or within organisation.
2.3 Approaches of training and development plan for training event
Systematic approaches to plan effective training and development program helps to
achieve objectives and goals. It is defines in a systematic way as to formulate training designed
in which training starts and end in sequencing orders with the organisation's needs. Sun Count
Ltd should plan training and development program in effective manner that will contribute in
attaining best outcomes and satisfy customers by providing good services. Planning can be done
by considering several steps such as:
Training needs analysis: This is the first step in which human resource manager analysis
training needs of employees to see their behaviours, performances and compare with
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organisational goals. In Sun Count Ltd, it is must to identify training needs and then design it
proper for best performance of employees so it can serve best to the people for their welfare and
intense care(Shuck and 2010).
Design training program: In this phase, data gathered from analysis that how many
employees need better training and how company can improve their work or conduct a research
of its needs and then formulate structure of training program in which includes locations, training
materials and instructions to make it effective. So it will help to the organisation in increasing
service quality and serve best than competitors.
Planning implementation: It is the most important stage to implement the plan according
to schedule as in this involve learning tools and materials that will help to employees in their task
or job and also support to design and development.
Evaluating training program: This the last step where plan will be evaluate according to
process this manager ensure that it applies company's goals and objectives and also it helped
employee's performance and their behaviour towards firm's goals. Sun Count Ltd will ensure
about its effective training and development program by testing employee's skills and knowledge
after completions of training.
3.1 Evaluation of a training event
Training event evaluation is a systematic process in which value of training program
assesses. After analysis the needs and gather information regarding it manager make decisions
and to schedule a training and development program for staffs for their better task and
performance and it will help to motivate them for good work as well as meet the outcomes for
organisation. By getting results from overall process finally company decide about its
continuation, and modifications for organisational growth. Sun Count Ltd focus on evaluation of
defining training program for make better its service quality that will help to make them feel
relax and peace by good accommodations and clean environment and for that staff must be
trained specially so this can be possible by effective training and learnings that staff will adopt
from these kinds of programmes and applies whenever serve or treat with customers. By
evaluation it will help to ensure about whole plan with organisational aims and objectives and
also about there staffs that how much they learnt and applied to obtain goals and target ( Tarique
and Schuler2 010).
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Here some ways that can help in training event evaluations of an organisation and Sun
Count Ltd can also apply for ensuring training programmes. These are as following:
Logic models: It is a tool or techniques that use for training evaluation as it make plan
easy and evaluate training event because it provides representation of change theory which helps
in comparing all inputs activities with output and results. So it described the difference between
training program and its evaluation.
Regular evaluation: In this, through regular basis examining of training events and
determine about its plan and programs and ensure its operations about accomplishment of
organisation's missions and meet its desired goals and objectives.
So there are many more methods that helps in evaluation and make training events effectively for
good service providers and attract more customers as well as make them loyal towards
organisation's services. It will also support in building good relationship with customers.
3.2 Carrying out an evaluation of training event
In this, human resource department conduct a survey to ensure about training programs as
well as they get feedbacks from participants to check its sufficiency and effectiveness. It will
support to attain long term benefits for the organisation. In this they ensure that how much
knowledge and skills employee's learnt from training and applying in real life or achieving
organisation's objectives. Sun Count Ltd should evaluate its training programs by providing
them proper lectures and get feedbacks for testing this programs and make sure about its
continuity for the good organisation. This company believes in employee's development because
it will support in best services providing to customers and retain them towards it. In this
considered following things such as:
Employee satisfaction: It is must to satisfy staffs for task or job so manager assure that
participants are satisfied with training events because satisfy trainees will learn more from this
programs and adopt techniques for their practical life. By getting feedback it is possible to know
about participants reactions in respect of programmes and motivate them for continuously
learning ( Terziovski 2010)
Performance improvement of employees: Training helps in improving work and
increasing productivity for good organisation. Evaluation of training programs helps in
identifying employee's learning and their knowledge which carry out best results for the
organisation from their participations. Sun Count Ltd company's main objectives is to make good
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work of staffs and teach them effective or guide how to do work to meet goals. And create
healthy environment for old age people that they can feel fresh and make their health by taking
services continuously.
Measurement of organisation growth: In this, manager ensure about business growth and
improvement by testing whole work as well as day to day operations to achieve goals and
objectives. In this they notice that trained workers do work in good manner or qualitative as
compare to untrained workers. So it will help to reduce service cost and satisfy customer better.
Comparison with benchmark: It is defined the comparison between set standard and
actual work of employees. Sun Count Ltd company compare its current work with benchmark
after training programs they determine effective performance and measure efficiency of work. It
will help in setting new goals and set high standard of the organisation.
3.3 Review of evaluation methods
Human resource department's member carries out results and discuss with participants
and team members. After discussions they used five different methods to evaluate learning
sessions and convinced with team's workforce. Manager communicate with every participants
regarding training events or its evaluations and bring feedbacks from them. (Wang and Noe
2010)
Evaluation success can be reviewed by followings as:
 Through reactions and satisfaction of participants can help to find about their learnings
and behaviours towards training programmes
 It generally organise for enhancing personal skills and knowledge of individuals so
employees attitudes can be measure in respect of training and development programmes
or its impact positive as well as negative.
 It is a tool and techniques through which organisation's develop and improve its work
quality by efficient work and it consider the evaluations process for organisational
benefits.
So this process is depends on utilisation of several methodologies as it provides great
environment and good working conditions to Sun Count Ltd company. In this they analysis
necessity of training for better improvement and good facilities providing to people for their
satisfaction (Wilson and et. al. 2012).
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CONCLUSION
As per this report, it has been concluded that human resource development plays vital
role in making organisation effective because it contributes in achieving goals and objectives of
an organisation. There are many activities included in it such training and development
programmes, performance appraisal, 360 degree appraisal etc. in training and development,
company organise training program to improve individual performance. Sun Count Residential
Homes Limited that provides services to old age and needy people whose age 60+. this company
serves best services to its customers but its officer do not focus on their staffs to increase their
skills and abilities because of cost as he was saving his cost but after a research government gave
advice to work on employees so in this report they organised training and development programs
and improve service quality for satisfying customers and employees.
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Wilson, A., and et. al., 2012. Services marketing: Integrating customer focus across the firm.
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Online
Human Resource Development: Definition & Importance. [Online]. Available through
<https://study.com/academy/lesson/human-resource-development-definition-importance.html>.
human resource development (HRD). [Online]. Available through
<http://www.businessdictionary.com/definition/human-resource-development-
HRD.html>.
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