Sustainable Agriculture and Human Capital

This assignment explores the crucial relationship between sustainable agriculture practices and human capital development. It delves into various aspects of human resource management, including training, motivation, and performance evaluation within the context of sustainable agricultural initiatives. The assignment encourages analysis of real-world examples and the application of relevant theories and frameworks to evaluate the effectiveness of training programs in promoting sustainable agriculture.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Compare between various learning styles.............................................................................3
1.2 Role of learning curve and importance of transferring learning to a working environment.5
1.3 How theories and learning style can aid in designing and planning a learning events.........7
TASK 2............................................................................................................................................7
2.1 Training required for workers at various level......................................................................7
2.2 Merits and demerits of training methods in Sun court limited..............................................8
2.3 Systematic approach to plan training and development for an training event......................9
TASK 3..........................................................................................................................................10
3.1 Prepare an evaluation with suitable techniques..................................................................10
3.2 Evaluation of training event................................................................................................11
3.3 Review the success of evaluation method...........................................................................12
TASK 4..........................................................................................................................................13
4.1 Government role in training & development and lifelong learning....................................13
4.2 Development of competency movement create impact on private and public sector.........14
4.3 UK government have introduce contemporary training initiatives.....................................15
CONCLUSION..............................................................................................................................15
REFRENCES.................................................................................................................................17

INTRODUCTION
Human resources development help in developing various skills like as appraisal,
knowledge, human skills, capabilities, learning and development etc. Major work of managers of
human resource are the process of recruiting and selecting process within the company. For
growth of organisation is organizing a training program in a working environment. They also
analysed learning curve and its styles to provide proper training events. By this process it aid in
increasing workers performance which help in meeting profitability as well as productivity of
enterprise activities (Barney, Ketchen and Wright, 2011). Sun court limited give facility of
residential to a people of old age. They aid in giving financial, safety and securities. Sun court
organisation recruit people “R” us company for organizing program of training and development
for increasing workers performance. In this report cover about various learning styles for making
a curve and identify importance of transferring learning at a working environment. In this project
analysis training wants and needs for making a systematic plan for learning events. Evaluating
all learning methods as well as process also explain hoe government give assist in HR
development.
TASK 1
1.1 Compare between various learning styles
It is a process of developing knowledge as well as skills for accomplishing given target in
a proper manner those are contributing in meeting organisation objectives and goals. Each person
are different from one another due to that having a different styles of learning. It means a way an
particular person absorbs skills as well as knowledge. This method of absorbing or its way are
vary individually.
David Kolbs theory
Kolbs are saying that learning come from experiences. He is making learning of four
stage cycle that contains behaviour, cognition, perception and experiences. The major
characteristics are as follows:
 Learning is a procedure done on daily basis.
 In a process of atomistic. Particular person are learning form their surrounding environment so through that they
can gain knowledge.
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Peter Honey and Alan Mumford Model
It is introduced in 1986. This framework is develop by the help of Kolbs theory. In this
framework they had applied a new way of learning styles. It give growth in individual person
knowledge and skills by grape current information. It includes four steps which are discussed
below:
(Source: Peter Honey and Alan Mumford Model, 2017)
 Activist: They learn things by doing their work themselves as well as from their
experiences. These type of people love to work or coordinate with team members for
that it will assist in solving critical issues.
 Reflectors: These type of persons are learning through thinking also from observation
as well. They has observe conditions try to identify many alternate solutions and select
a best one among all. It take time to make suggestions and decisions.
 Theorist: These person are using models as well as decisions for making decisions.
They implement this and identify accurate solutions. They set a structured plan for
applying work (Beardwell and et. al., 2013).
 Pragmatists: Risk and innovation taking person are using this styles of learning. They
identify new ideas which are not evaluated on proper time as they provide outcomes in
future. They find out innovative ideas in process of working.
Neil Flemings VAK/VARK model
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Illustration 1: Peter Honey and Alan Mumford Model

In this model, they identify sense organs which play a very main part in learning. It is a
medium by particular people which aid in increasing knowledge. Many managers are using
styles of learning due to this it is very easy to learn. It includes 4 steps which are as follows:
(Source:Neil Flemings VAK/VARK model, 2018) Visual: Workers are increasing knowledge form conditions and seeing things. Auditory: They are learning things from hearing audio's. They prefer lecture talk and
audio about. Kinaesthetics: they learn by their experiences. They do experiments in conditions to
identify solutions.
 Reading and learning: Persons gain knowledge by reading and learning books on regular
basis (Brewster and Hegewisch, 2017).
1.2 Role of learning curve and importance of transferring learning to a working environment
It is a graphical context of performing a particular workers learning. Organisation is
organizing a program of development and training through that their worker can learn new
things. After this process of learning employees have to apply this knowledge into performance
and work better than before. It is measured by human resource manager performance due to that
they have to adopt a learning style successfully. As manager had made a graphical
representations after learning action which is known as learning curve.
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Illustration 2: Neil Flemings
VAK/VARK model

(Source: learning curve, 2018)
In this above figure, workers performance are measured along with time. If workers
performance are increasing continuously then curve will show growth along with time.
Importance of learning curve
Knowledge is a very necessary for new workers and growth that give knowledge about
organisation policies, rules & regulations and culture. Human resource managers is recognize
this procedure due to improvement in workers skills and give work field information. In an
companies management had make systematic manner or structure program for applying
transferring process from trainer to learners. Event of training and development are mainly used
by firm to transfer knowledge (Conway and Barbier, 2013).
Role of learning curve
In this Sun court limited organisation manager had made a curve of learning to know
about performance of workers. Trainer of learning curve had learn about training event
successfully. After providing training they graphically present and by that trainer make a
comparison between desire and actual performance. By this method, they analyse gap between
after as well as before training performance. As they evaluate workers position in a learning
process at a working environment. Process of transferring knowledge is not enough to develop
workers skills. It is monitored by the department of HR at each point due to giving information
about not involving of workers and trainer. These points of accumulation are making entire
learning curve.
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Illustration 3: Learning curve

1.3 How theories and learning style can aid in designing and planning a learning events
Planning is a very main tool for organisation to apply for the program of training and
development. Properly planning are giving growth in future. It is necessary to evaluate a
appropriate design of learning events. They provide important information in respect of workers
personality. Manager had make a learning design and plan of entire activities of events. With this
they analyse style of learning due to that they give information linked with workers personality
and attitude while giving knowledge. By this manager of learning style understand about which
they are using within a training and development program. Every workers are having different
way of learning so their styles of learning are also different (Dao, Langella and Carbo, 2011).
They provide information to manager those aid in making a training event plan are: HR manager
analyse workers wants and needs and as per they use training material, they give support to
choose training material due to that giving information linked to which type of material are used
so that workers can learn in a new style, they use various combination of styles due to having
different learning style of employees, it is a best appropriate combination as per maximum
workers wants and needs. Firstly, HR manager select learning style as per workers and then they
have to evaluate learning events. Theories of learning assist managers to make a plan.
TASK 2
2.1 Training required for workers at various level
Different levels are their in Sun court limited firm. They are having a different functions
and responsibilities. Workers require training at every level for updating it with a latest working
structure. It is necessary to provide effective training to employees at every level so that they can
raise their working performance in a very efficient and effective way. Mainly levels of Sun court
limited are having different training needs which are given below: Company level: In this organisational level, training needs linked of giving training
employees which effect results of training for meeting goals of an firm. Training require
at a organisation level in a way employees work in Sun court limited towards companies
goals. HRD provide training session while recruiting and selecting due to affect entire
organisation. Occupational level: In this occupational level, employees require to provide training for
increasing their field, improvement and skills linked with knowledge. Training needs to
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employees at a occupational level are restricted of working structure according to its
functions which they are performing. As per HR department they identify whether to give
training of computer skills which aid in improving and understanding about computer
tools which are used in regular basis.
 Individual level: At individual level, required training needs to specific employees are
identified. Employees who have to develop skills will aid in enhancing training work at
individual level (Flamholtz, 2012).
2.2 Merits and demerits of training methods in Sun court limited
Training of computer and communicational skills which is delivered by learning and e-
learning actions. Their are different methods of giving training with its merits and demerits of
Sun court limited are discussed below:
Training methods Advantages Disadvantages
Seminars
It contains sitting and topic
discussion of a knowledgeable
persons. It shares latest
knowledge or information to
all people sitting in seminar.
It is costly in nature as well as
person who is attending
seminar it is possible that they
share some wrong information
of topic.
E-Learning
This method provide training
to employees at workplace. Its
set up price is saved for
conducting a training
programme at others place.
Training provides at a working
place where it is not easy to
see that employees are
attentive in hearing training or
not.
Session
Best way of providing training
to employees are sessions. In
this lecturers are containing
those who are having a perfect
knowledge about their subject
matter along with that they are
having a face to face
Sessions are costly in nature.
Managing of a employees
work according to their
training sessions timings .
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communication between
trainer and trainees.
Coaching
It is a training method of
coaching where they develop
and improve their employees
skills (Ghai and Vivian,
2014).
Coaching are bias for such
employees as they get confuse
from their real results of
training.
Role play and Simulation
In this method, they provide a
practical approach to trainees.
As they provide a artificial
actual condition to trainees.
Simulation and Role play is so
expensive in nature .
Mentoring
Mentoring is a communication
of one on one. In this mentor
develop workers attitude while
working.
Employees not hear to their
mentors rise prejudice for
workers.
2.3 Systematic approach to plan training and development for an training event
Systematic approach have to adopt in a planned manner of an training event in Sun Court
Ltd. Some of factors are considering by their decisions of event plan. For event planning they
follow some steps of Sun Court Ltd which are discussed below: Identification of training needs: First step of event planning is to identify whether there
is need of workers training. HR have a discussion about training methods at different
level of Sun Court Ltd (Guest, 2011). Set objectives: Objectives of training should discussed as well as specified in this step.
Recruitment and selection objectives for upgrading HR department practices so others
companies are successfully using firms hiring process. For providing training of
computer skills it will aid in increasing work speed of HR department with the help of
using latest tools of computer. Implement and plan training: It is a main step which need to plan an event and apply
within the event. Such decisions linked to numbers of person, time venue, duration etc.
all are consider in this step.
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 Evaluation of training: Evaluation of training is a last step of planning a training event
which aid in effectiveness training event. Requirement of such tools which assist in
measuring persons performance as well as evaluate actions is a best tool for conducting a
successful training program. This can be evaluated by having observing as well as
feedbacks from trainers and trainee as well.
TASK 3
3.1 Prepare an evaluation with suitable techniques
Evaluation of conducting a training and development program is a very necessary for
organisation by analysing successful program of training and trainer efficiency. Various tools
and methods are available to it. Organisation have chosen a proper training program as per their
wants and needs. Properly training are providing productivity to company in its work to meet
objectives as well as goals (Hobfoll, 2011). This program include various methods which are
used while conducting a evaluation program. Different approaches to now needs of program as
well as documents for evaluating results of an event.
Approaches
Sun Court Ltd are using five tier approaches for evaluating training programs. In this
human resource manager is a very effective approaches which identify needs of training or not
within the company. This help in finding out requirement of training at various level of firm. Need assessment: Manager has determine that training event are required or not. If yes
then they have to examine other things. New workers need to conduct induction training
program. For knowing companies policies as well as culture. Accountability and Monitoring: At a time of training program manager observe trainees
and prepare account of every trainee to know their participation in a entire training
program (Knowles, Holton and Swanson, 2014). Program clarification: They provide information to trainee about training program. Progress: They observe entire training program on time to time for knowing about event
progress by evaluating a process of learning in trainee during a training program. Impact: Impact of development and training program are received in a span of time in
future. So that mode of evaluation for future results.
Evaluation method
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 Observation: Sun Court Ltd manager is evaluating a training by seeing performance of
workers after training program. After that they compare desire and actual performance
and identify gaps between them. They evaluate performance by analysing each workers
report. Feedback: They receive feedbacks by both trainer and trainee to know one another.
Workers give information linked to properly deliver a training program. Trainer receive
information linked to participation of workers and their capabilities of learning.
 Comparison: Sun Court Ltd had compared workers performance to evaluate training
program. Managers of HR identify gap between after and before program of training.
These gaps shows result of training (Martin, McNally and Kay, 2013).
3.2 Evaluation of training event
Evaluation of training program
Sun Court Ltd is evaluating a training program for analysing results of an events has been
organizing due to meeting of firms goals as well as objectives. Four main level of evaluation of
training program which are reaction, behaviour, learning and outcomes are discussed in detail
below:
(Source: Evaluation of training program, 2017) Reaction: Organisation have observed workers reaction on providing training program by
their satisfaction level. Firm has recruit new workers and give training linked to
companies culture as well as workplace. Learning: Program of training are providing knowledge as well as raised workers skills.
Their events are progressed in employees learnings. By learning curve managers
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Illustration 4: Evaluation of training program

determine their learning, proper training provide advanced learning curve. They receive
feedbacks by both trainer along with trainee to determine training program successfully. Behaviour: By the program of training and development workers get a positive behaviour
towards their knowledge, skills and work are very easy process of working. New hiring
are receiving information linked to an company (McGuire, 2014). At a time of job their
behaviour while working are performed as per their policies and rules of the organisation.
 Results: It is a final step of entire training program, which determine result of workers
and efforts of trainer. Outcomes contain practical information of workers performance.
They monitor that new workers are doing their work exactly as per rules of an
organisation.
FEEDBACK STATEMENT FREQUENT RATING
Duration of training 7
Trainer 5
Need of training program 8
Language 9
Overall rating 7
Content of training event 8.6
3.3 Review the success of evaluation method
Review success of evaluation method
Organisation is having review of evaluating program by the use of various types of tools
and strategies. Sun Court Ltd is a method of five tier of evaluation for review of evaluating
program of development and training. Firm analyse workers wants and needs as well as organise
training program. Management had identified the improvement area in each particular worker so
that it will aid in improving knowledge and skills by training event. Before this program manager
have interaction this review information within workers (Payne and Isaacs, 2017). They are
participating in this event as they are providing feedbacks and opinion about training programs.
They receive trainers feedbacks about workers participating in a program. Managers of HR can
not disclose their outcomes of review in front of all workers as well as trainer so they can know
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advantages of this system. Some main advantages from training and development program are
given below: By this program manger of human resource know about workers perception, attitude,
thinking and feelings towards training program.
 Company are using various techniques and tools for evaluating workers performance
after training program.
 Sun Court Ltd is organizing a program of training and development for improving
workers behaviour, performance, situation handling, capability of decision making,
knowledge, execution and skills of changing at a working environment.
 Sun Court Ltd had received lot of important information from this evaluation program
which give direction of futures functions.
 They give advantages to organisation. Human resource manager had received various
information about workers style of learning and behaviour towards knowledge
transferring (Payne, 2017).
TASK 4
4.1 Government role in training & development and lifelong learning
State has render more assistance of the company for program of training and
development. Society has been selecting state in order to formulate and shaping the policies and
regulation to support benefits to entire society. Government has make regulation of no worker
discrimination as per the gender, religion, race, cost etc. Government need to evaluate and
control the private along with governing companies for providing proper rights and equal
opportunities within the company by increasing professional abilities and knowledge of worker,
for which companies has been conducting the session of training within certain period of time. If
firm are nor able to maintain that, then state need to undertake important decision related to
career and growth of employee. It have formed positive working environment for entire
individual to inspiring their behaviour and personalities (Rosenbusch and et. al., 2011). There are
certain terms and laws associated with the training and development programs which is essential
to comply by state for proper regulation of operations in effective manner. State has formed
some policies and laws linked to individual development productivity and work in their work
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profile. Sun Court Ltd have also executed state policies and laws in their company in which
some of them are mentioned as below:
 Organisation have been coordinating session of training on constant grounds because that
render employee productivity and performance development in the working environment.
By this, company's business have received more growth across the international market.
 The sited company's employee personality can be improved through conducting sessions
of training.
 Training render more employee's motivation for efficient work performance as per each
individual's skills that lead to organisation's development and achievement of their
objectives and goals.
 As per the recent trends, company has utilise modern technologies and digital techniques
for delivering the session of training. Online program of training are more easier and
convenient for enterprise so that better outcome can be achieved from training and
development programs.
State is forming some development and training norms which are mentioned as below:
Capital Requirement for Resource Assignment: Organisation need more capital for
functioning their business operations and activities in significant manner.
Generate Public Norms: State have building more rules and policies of entire citizens of
the nation. In the terms, general regulations and norms are mentioned “proper treatment of whole
country's people.” So that, government has to carry out suitable regulation as well as executed
them in appropriate manner to achieve business objectives (Pedler, 2011).
Introducing Human Resource Development Analysis: State make more specific rules of
HRD activities in the whole country.
Formulation of Policies of HR: State have determined certain rules for organisation that
they has set for accurate policies of HR within country. It is the company's duty to manage and
cooperate with other company's in the entire world.
4.2 Development of competency movement create impact on private and public sector
Organisation desire to receive more competitive edge at the global market place in order
to other competitors in the movement of competency. This influence organisation at global
market of United Kingdom. Program of training and development session, organisation has been
considering those elements. Human resources manager has undertaken the process of recruitment
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and selection for recruiting more potential candidate. In order to analyse experience and skills of
candidates as well as per the selected job design for hiring suitable applicants. Large companies
have influenced through these alternation attempted within their working environment as well as
external elements of company so that organisation can achieve their business objectives and
mission in competitive business environment. Poor performance of work, low service and
products quality and insufficient manufacturing capabilities can be improved through conducting
more training and development session for enhancing worker's skills and improving presentation
abilities. The company has received more diversified duties in regard of various that provide
more outcome in future.
Organisation has identified some requirement of training along with implementation of it
in the company's environment. Through the assistance of this, change can easily incur within the
company along with desire to change plans directions as well as render employee management
through the help of training (Singh and et. al., 2011).
4.3 UK government have introduce contemporary training initiatives
The undertaken organisation, Sun Court Ltd have render required facilities and services
to their client of old age consumer who are living in the residency. This render safety and
securities to the service user of old age home to resolve their issues as well as live a happy life.
Development of personnel programs along with their services are more easier. Here are
mentioned some of the associated fields which is mentioned as below:
Health Divisor: Organisation make some policies and legislation associated with issue of
health that are faced through employee of company. Organisation has to make more insurance of
employee insurance for this purpose.
Pension and Work Institution: This division have perform welfare program for society
along with supporting old age with pension after leaving or retiring from certain jobs.
Division of Trade Industries: This division have formed in 1970. In economy
department of United Kingdom, proper motivation to worker is given in the industry for future
growth and development (Werner and DeSimone, 2011).
CONCLUSION
The above mentioned report concludes that there are various types of learning styles and
methods that can be used by an individual or organisation for developing their own skills and
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abilities. Planned procedure is coordinating the requirement of employee as well as can help in
achieving business outcome in their best way. A company should opt different training and
learning programs to achieve their business objectives as per their business environment and
requirement. Government of United Kingdom has introduced various laws, policies and
regulation implied for public and private organisation for supporting individual knowledge and
development of skills. Feedback evaluation, performance management etc. can be undertaken for
making initiative for training and development. The whole process is fundamental for
stimulation and motivation of workers which is paramount to provide within certain period of
time in order to manage productivity and performance of company.
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