Human Resource Development: Learning Styles, Learning Curve, Training Needs, Training Methods

This document provides an overview of human resource development, including the different learning styles, the role of the learning curve, the contribution of learning styles and theories in planning and designing learning events, and the training needs and methods used in Sun Count Residential Home Limited.

Human Resource
Development
1

Table of Contents
Table of Contents.............................................................................................................................2
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Compare different learning styles....................................................................................3
1.2 Explain the Role of the Learning Curve...........................................................................5
1.3 Assess the contribution of learning styles and theories when planning and designing the
learning events........................................................................................................................5
TASK 2............................................................................................................................................7
2.1 Compare the Training Needs for Staff at Different Levels in Your Chosen Green and. .7
2.2 Assess the Advantages and Disadvantages of Training Methods Used In Your Chosen
Green and company................................................................................................................8
2.3 Plan Training and Development for a Training Event at Sun Count Residential Home
Limited...................................................................................................................................9
Task 3.............................................................................................................................................10
3.1 Prepare an Evaluation Using Suitable Techniques.........................................................10
3.2 Carry out an evaluation of a training event....................................................................10
3.3 Review the Success of the Evaluation Methods Used....................................................11
Task 4.............................................................................................................................................12
4.1 Explain the Role of Government in Training, Development and Lifelong Learning....12
4.2 Explain How the Development of the Competency Movement Has Impacted On the
Public and Private Sectors....................................................................................................12
4.3 Assess How Contemporary Training Initiatives Introduced By the UK Government
Contribute To Human Resources Development...................................................................13
Conclusion.....................................................................................................................................13
REFERENCES..............................................................................................................................14
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INTRODUCTION
Human Resource Development (HRD) is the studies, procedures and practices designed
by an organization with the aim to provide training and development to enhance the knowledge,
education, skills and abilities of employees to make them more competitive and proficient in this
business environment. This gives a two way benefit to a firm. On one hand its helps an enterprise
to have a competitive edge over business rivals by having a proficient and effective work force,
and on other hand it helps to build up the confidence and morale of employees making them pro
active to take bigger responsibilities and future challenges (Alfes. Shantz, Truss and et. al.,
2013).
This project will provide a brief about different leaning styles and their suitability in the firm, the
importance of learning curve and transferring learning. It will also evaluate the need and
effectiveness of training methods, concluding to government role in training and development
and the preparation of training event.
TASK 1
1.1 Compare different learning styles
Learning can be describes as change in behaviour by acquiring knowledge , skills, value through
instructions, experience or study. Every individual has a different way to perceive and decode
information. For instance for some people it is easy to learn by applying practical approach than
others. Learning style is therefore the way in which a person concentrate, process absorb and
memorize a new material or information. Learning theories helps in providing a conceptual
framework describing the way to acquire new skills and knowledge. There are various learning
styles and techniques that are propounded by various experts and psychologists that can be
adopted depending upon a person learning skills and intellectual capacity (Buller, P.F. and
McEvoy, 2012).
Mentioned below is the comparison of two popular learning styles given by David Kolb and
Peter Honey and Alam Mumford.
 Kolb’s Learning Style
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Kolb’s learning theory is an integration of four distinct styles which are based on four stage
learning cycle.
Diverging (Watching and Feeling):- The individuals that falls in this category are those
who are sensitive, emotional, have a different perspective at looking into things and who are the
master minds when it comes to idea generation. They are team performers who are open minded
and prefer to get feedback about their work (Daley, 2012).
Assimilating (watching and thinking):- The people having this learning preference
requires a clear explanation of a situation and they are experts in organizing wide information in
precise clear logic form. These people have logical approach and are interested in ideas and
abstract concepts.
Converging (doing and thinking):- People with converging learning style prefer getting
indulge in technical tasks rather than social or interpersonal issues. These individuals like
experimenting with new ideas and to find practical usage those ideas and theories (Downes,
2012).
Accommodating (Doing and Feeling):- Individuals preferring this style are the ones who
use other person’s analysis and information rather conducting it themselves. They have practical
and experimental approach and like to take up new challenged to execute their plans.
 Honey and Mumford’s Style:-
Honey and Mumford’s learning style model works upon following four characteristics:-
Activist :- These people are the ones who learn by doing things and believes in
performing experiments. They are open mined people who like to solve problems through group
discussion and brainstorming sessions.
Theorist: - Theorist likes to understand the concepts, models and facts behind the
actions. They like reading theories and models and like to collect as much background
information as they can.
Pragmatist: - Pragmatists believes in putting their learning into practical form in real life
situations. They like experimenting with concepts, ideas and theories.
Reflector:- They learn by observing others from the sidelines and works towards finding a
conclusion by analyzing the collected information, data and their experience which they have
perceived.
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1.2 Explain the Role of the Learning Curve
The learning curve is a graphical representation which shows increase and decrease of
learning in respect to experience or progress rate in performing a task as function of time. It is
also known as improvement or progress curve. Learning curve helps in assessing the effect of
learning training program as it records the track of each learner. It is also useful in setting
incentive rate schemes and tracking requirement of resource (Fowler, 2013).
Learning Transfer
Transfer of learning refers to shifting newly learned information from just mere learning
to applying it in some practical aspect in real life situations. It is basically an ability of an
individual to effectively apply his learning on the specific job at work place. It is of two type
positive and negative.
Importance of transferring learning
Every business organization conducts a training and development program for its
employees to enhance their skills and knowledge. They use time efforts and investment to train
their employees so as to make them competitive in business environment. It is therefore the duty
of the employee to transfer their learning into practical life while performing their
work .Mentioned below are the importance of transferring learning:-
 Value addition: The first and foremost aim of transferring learning is to add value to the
firm by enhancing the proficiency of its workforce so as to increase the productivity of
the company.
 Optimum utilization of funds: Training and learning sessions forms a huge part of firms
expenditure incurred on its employees. Therefore it is of vital importance that the
workforce get due knowledge and skills requisite to carry on their task so as to ensure
optimum utilization of firms resources (Grohmann and Kauffeld, 2013).
1.3 Assess the contribution of learning styles and theories when planning and designing the
learning events
The objective of training is to provide employees to increase their work efficiency and give
their best of efforts in fulfilling the tasks assigned to them. The training and learning comes out
to be effective only when the management give due consideration that employees get a chance
to get and practice feedbacks, have necessary subject matter during training sessions and that
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their needs and requirements that are essential in successfully accomplishing their tasks are
provided to them (Keep, 2014).
To ensure the effectiveness of training the trainer must note the activities and task that are to be
learned. This will help in evaluating the performance in relation to goals and objectives of the
job in the end of training program. The induction program layout thus is a very critical to plan as
it involves designing a program schedule, giving a comfortable environment for training and
seeing that other arrangement relate to training session are proper (Kehoe and Wright, 2013).
Table 1.3 Outcomes of Learning
Learning
outcome type
Capability Description Illustration
Intellectual skills Related to applying general rules
and concepts that assists in
problem solving
An organization might prepare a software
having coding and settings that assists
employees in meeting customer demands
Cognitive
strategies
To manage the learning and
thinking process of an
individual.
Using different strategies appropriately for
evaluating any malfunctions
Verbal
Communication
It should relate to defining and
disseminating the information
that has been already stored
Communicating instruction for people to
follow safety measures in an Sun count
Residential Homes limited.
Attitudes Related to choose personal
action
To respond to a large volume of mail
within a specific time
There are various theories that contributes in bringing a considerable change in behaviour
of an individual and that can be effectively applied for designing applied for formulating a
learning programme for different people. Theories like holistic learning theory, Reinforcement
theory, Kolb’s learning cycle etc can be applied to motivate an employee by analysis his
particular training needs. Another theory is Holistic learning theory that defines personality as a
combination of various elements like imagination, emotions, intuitions etc that need to be
simulated to produce a desired impact of learning (Knowles, Holton III and Swanson, 2012).
Thus, the analysis suggests that there are various learning theories effectiveness of whose need to
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be determined by the Sun Count Residential Home limited through identifying the learning
requirement of its employees and then designing and developing different training patterns to
encouraged them to be proficient with new and changing techniques and skills leading to an
increase the productivity and growth level of its people and can get maximum output from
limited resources.
TASK 2
2.1 Compare the Training Needs for Staff at Different Levels in Your Chosen Green and
In order to identifying the effectives of a training and learning program it is essential for
evaluating the training and learning practices so as to get an idea about the change on behaviour
and knowledge of the staff members (Kucherov and Zavyalova, 2012). In addition to it also
helps the company to identify the expected output , the individual skills and knowledge of a each
employee and the required techniques and skills that are needed to get the desired output. The
different criteria that can be utilized to classify the needs of the employees are given below:-
Assessing Training
Needs
Creating Training
Specification
Determining
learning style
Evaluation of
training
Methods, Design
materials and
delivering training
Analysis related to
training need
requirements should
be conducted
Training needs
should be divided
into factors that can
be managed
It includes finding
easiest method that
influences easy
grasping of training
style like individual
learning
Evaluating the
effectiveness of
training style by
taking proper
measures
It includes giving
presentation to
enhance the
effectiveness
delivery of training
modules and
sessions
It is conducted
through the process
of performance
appraisal
Every factor
considered should
fulfil and pass the
set standards
Finding the most
relevant model that
can be easily
understood
Identification of
theory that will
support the trainees
in clearly
understanding the
various techniques
that has been taught
during training
session
Clear and
meaningful
communication is
very important
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Sun Count Residential Home limited ensures that staff at all levels to be creative, self
sufficient ,confident to solve conflicts and take big responsibilities by providing them training
and learning as per the areas of their improvements making them professionals having requisite
knowledge and skills that results in increase in their work and performance level (Payne and
Isaacs, 2017).
2.2 Assess the Advantages and Disadvantages of Training Methods Used In Your Chosen Green
and company
Sun Count Residential home provided different types of training to its employees so as to
enhance their knowledge and skills ant make them proficient in their work. Various techniques
are used by managers to motivate as well as to measure the productivity level of employees. For
instance a career counselling is provided to workers to help and guide them to build successful
career path. Sun Count Residential home tries to provide the best training devices to its
employees to increase the skill and knowledge of its employees so that they can successfully
achieve the objectives of the company.
Advantage and Disadvantage of Preferred Training Methods
Methods of
training
Advantage Disadvantage
Role playing The employee develops greater
involvement with the issues and
knowledge related to a particular job
position (Renwick, Redman and
Maguire, 2013).
An employee may feel uncomfortable
or nervous depending upon the role to
be played by him/her which might
adversely affect the confidence level
leading to deterioration in performance
Performance
appraisal
It helps the employees to track down
their performance growth and to
overcome their flaws and lacking
leading to increase in their
productivity and proficiency
Employees who lacks reaching the
minimum performance level might get
demoralize and demotivated leading to
further reduction in their work
efficiency.
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Workshops These are relevant as it enables the
workers to practice the skills that they
require to generate and develop new
ideas..
Its efficiency totally depends upon how
seriously worker perceive the message.
Also it becomes difficult to cover
everything in a single workshop
Induction Induction program helps the
employees to get familiar with the
polices and procedure of the company
so as t o help them in adjusting in new
environment.
In case the induction program fails to be
effective, it leaves employee confused
about their skills and ability to meet
company’s expectation
2.3 Plan Training and Development for a Training Event at Sun Count Residential Home
Limited
In the initial stage the course will start with a introduction session where the team will be
introduced to the managers and the objectives of the training session will be communicated to
them along with the brief about the targeted skills that are likely to be developed during the
course. A question and answer activity will be conducted among team by the trainer to help them
express their perception, ideas and expectation regarding the session which helps the trainer in
planning out sessions in accordance with their learning objectives and requirements The next
session will be a counselling session where the trainer discuss about the qualities of good
managers and leaders like good interpersonal skills, motivating skills etc and ways to develop
these qualities. The next session conducted is exclusively for the trainee to listen where the team
will be divided into groups and will be given a business problem scenario and they have to
provide a viable solution within specific time period. Afterwards the trainer will conduct a
session where the trainer will evaluate the solution given by teams and will study results and give
advice for improving the loopholes. Lastly there will be a feedback session where staff members
are asked to share their learning experience and the probable change they seem will be reflected
in them after this session. They will be given feedback form to be filled and submitted to trainer
so as to check the effectiveness of the training session..
Task 3
3.1 Prepare an Evaluation Using Suitable Techniques
In order to ascertain the effectiveness and results of training, different methodologies
should be looked upon by managers in order to monitor the efficiency of the session. It helps in
knowing the level of achievements identifies behind the needs of employees at different level of
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firm. Therefore a systematic approach should be selected in order to review and evaluate the
training event. Sun Count Residential Home Limited adopted the below mentioned need
assessment programme involving following stages-
 Need Assessment – It analysis whether there was requirement of training or not .
 Accountability and monitoring: It is concerned with the accountability of the
participants and the material that has been delivered to them.
 Program clarification: It deals with any improvement which can be implemented for
betterment of the program along with clarification of the associated objectives of the
session undertaken.
 Progress: This phase deals with evaluation of how effective a training event is on the
basis of learning progress of the trainees.
 Program Impact – It is assessing the effect on the trainees by using certain experimental
criteria.
3.2 Carry out an evaluation of a training event.
Training and learning program can be evaluated by determining the progress of following
four levels:
 Reaction: This is the first and the foremost level helps in identifying the reaction of
participants as well as trainer towards training program in relation to their interest in the
subject matter.
 Learning: Learning level determines whether trainees are able to acquire any knowledge
through training program or not. It determines whether the learning graph of the
employees showing any progress with the time or not.
 Behaviour: It measures the change in the behaviour of employee during and after the
training session is conducted at the workplace.
 Results: It is the comparison of actual performance with the improved performance and
to reveal the level of achieving the pre determined objectives. Evaluation of the training
event in the case given:
Session Session and action
learning
Subject Recruitment and
selection Communication skills
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Reaction
All members attending
the session were active
and participating
Good interaction
between trainer and
employees.
Learning
Members get familiar
with several new
techniques and process
undertaken related to
subject matter
Feedback given by
trainer reveals that
employees were
participative and eager
to learn
Behavior
Organization
implemented some new
approaches of
recruitment
An Increase in
confidence level of the
employees suggests that
they have learned from
the training session.
Results
With the
implementation of the
new techniques of
recruitment it can be
assumed that objective
behind the training
session has been
achieved
Employees become
more confident and
proficient
3.3 Review the Success of the Evaluation Methods Used
Some of the evaluation methods that has been undertaken for determining the
effectiveness of the training session are questionnaires, feedback, and performance evaluation.
The five layout assessment was successful in assessing the actual benefits with the expected
benefits lay down by the training session. Through the evaluation method it has been identified
that trainers and employees were looking enthusiastic and were very participative during the
whole session. The process was conducted systematically leading to getting positive response
from both the sides and with the improvement in logical factors that will result in better output
(Salas, Tannenbaum, Kraiger and et. al., 2012).
Task 4
4.1 Explain the Role of Government in Training, Development and Lifelong Learning
The UK government has taken initiatives to enhance the performance of workers by
organizing various training activities and sessions. Sun Count Residential home limited is aided
by government for developing its Human Resource Department to ensure the proper performance
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of the company and its internal departments leading to development of particular industry as a
whole. To encourage participation of other industries UK government has introduced an
apprenticeship scheme for the following reasons:
 To deal with problem of unemployment in the youth.
 To enhance and improve the skills of the unemployed youth so that they cn get good
opportunities to work.
For the successful execution of this scheme it is of vital importance that the government along
with companies should invest in providing training resource so as to ensure that the company is
able to achieve the maximum performance level resulting in higher growth for the company, its
whole industry and generation of more employment opportunities for the people.
4.2 Explain How the Development of the Competency Movement Has Impacted On the Public
and Private Sectors
To attain success it is of crucial importance for an organization to attain competitive
advantage over its business rivals. The competency movement view employees who are
considered to be the most valuable resources of a firm as the core competency to gain upper hand
over competitors. This movement aims at attaining the competitive advantage by providing
training to the employees in order to enhance their skills and knowledge making them more
proficient in their field of work. This movement affected both public and private sectors
organizations. It was observed that the private firms were determined to implement measures to
training to their employees. Public sector also gets motivated with the initiatives taken by private
sector and they too started measures to provide training to public sector employees (Sheehan,
2014).
4.3 Assess How Contemporary Training Initiatives Introduced By the UK Government
Contribute To Human Resources Development
The UK government has adopted several contemporary training methods to promote
growth and stability of small to medium institutions by providing with development activities
and relevant training module. Some of the programs that have been introduced are discussed
below:
 National Apprenticeship Service: It is government regulated body providing funds to
the employers who are interested in introducing apprenticeship program in their
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organisation. It helps the new employees to enhance their knowledge and skills on
various subjects related to their field.
 Sector Skills Council: These bodies in the collaboration with the many employers in UK
works towards increasing the competitiveness of the organizations so as to enhance their
productivity and profitability (Shuck and Herd, 2012).
 National Skill Academies: These organisation works as the mediator between the
training provider and the employers providing them a platform to develop the skills and
knowledge of their employees to make them more competitive.
Conclusion
The assignment undertaken concluded that Human Resource Development plays a crucial
role in the success of an organization by developing its most valuable resources – its employees.
BY comparing various learning styles it explains the importance of learning curves and
transferring training. Moreover it gives a brief about the training needs of employees of Sun
Count Residential Home limited at various levels along with various approaches adopted by it
for developing it straining planning. It undertakes preparation of a well coordinated training
evaluation plan revealing the success and learning outcomes for the employees. It also death with
the role of government and various initiates taken by UK government to promote and
development Human resource of an organization by providing various training and development
schemes.
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REFERENCES
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Daley, D.M., 2012. Strategic human resources management. Public Personnel Management,
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Downes, S., 2012. Learning objects: Resources for learning worldwide. In Online education
using learning objects (pp. 47-57). Routledge.
Fowler, A. ed., 2013. Striking a balance: A guide to enhancing the effectiveness of non-
governmental organisations in international development. Routledge.
Grohmann, A. and Kauffeld, S., 2013. Evaluating training programs: Development and
correlates of the questionnaire for professional training evaluation. International
Journal of Training and Development. 17(2). pp.135-155.
Keep, E., 2014. Corporate training strategies: the vital component?. New Perspectives. pp.109-
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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., 2012. The adult learner. Routledge.
Kucherov, D. and Zavyalova, E., 2012. HRD practices and talent management in the companies
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Payne, V.G. and Isaacs, L.D., 2017. Human motor development: A lifespan approach.
Routledge.
Renwick, D.W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
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Salas, E., Tannenbaum, S.I., Kraiger, K. and et. al., 2012. The science of training and
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Sheehan, M., 2014. Human resource management and performance: Evidence from small and
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