Human Resource Development Theories and Practices

This assignment delves into the field of Human Resource Development (HRD), examining key concepts, theories, and practical applications. It explores diverse learning styles, the concept of a learning curve, and adult learning principles. The discussion draws upon relevant academic sources to provide a comprehensive understanding of HRD's role in fostering employee growth and organizational success.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK1.............................................................................................................................................1
1.1 Comparison of different learning styles................................................................................1
1.2 Explain the role of learning curve and its importance of transferring learning at workplace
.....................................................................................................................................................2
1.3 Assess the contribution of learning styles and theories when planning and designing of
learning programme....................................................................................................................4
TASK 4 ...........................................................................................................................................4
4.1 Role of government in training and development and lifelong learnings.............................4
4.2 Movement of competency development creating impact on public and private sector.......5
4.3 Accessing contemporary training introduced by the UK government which contribute to
human resources development of Sun Court..............................................................................6
TASK 2............................................................................................................................................7
2.1 Similitude the training needs of employees at different levels in an organisation................7
2.2 Explain advantages and disadvantages of training methods in Sun court limited...............8
2.3 Systematic approach to plan training and development for a training program...................9
TASK 3 ..........................................................................................................................................9
3.1 Evaluating program by using appropriate techniques...........................................................9
3.2 Evaluation of a training event.............................................................................................10
3.3 Assessment success of evaluation methods......................................................................11
CONCLUSION ..........................................................................................................................11
REFRENCES.................................................................................................................................12

INTRODUCTION
Human resource development mean development in human skills, knowledge,
capabilities, appraisal, learning and development etc. The main work of HR mangers are
recruitment and selection process in an organisation. For development company have conduct
training program at work place. For this HR manager have analysis learning style and learning
curve to deliver effective training events. Through this process performance of the employees
increase and they have achieve productivity and profitability of the business activities. Sun court
limited provide residential facility to old age people. They have provide securities, safety and
financial help to them. Sun court company hire People “R” us firm for conducting training and
development program to increase employee's performance (Barney, Ketchen Jr and Wright,
2011). In this report cover that different learning style to make learning curve and find out the
importance of learning transformation at work place. In this assignment analysis training needs
and wants and make systematic plan for learning events. And in the last evaluating all learning
process and methods and explain how government provide help in human resource development.
TASK1
1.1 Comparison of different learning styles
Each one person have different form others so that way of understanding are also
different. Learning style mean way of understanding the any situations. Company have analysis
employee's learning style because through this they have know in which ways employee's are
understand better (Beardwell eds., 2013). They have provide training program accordingly to
employee's needs and wants. Learning style way an individual person absorb kno9wledge and
skills.
David Kolbs theory: In this theory Kolbs say that learning are come form experience.
Through experience people are learning with different situations handling. In this they have use
four element cycle those include cognition, behaviour, experience and perception. Some main
characteristic of this theory are as follows:
 This is the regular process, this cycle are restart after that end the cycle.
 This is a atomistic process.
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 Surrounding environment have provide many information through this people are
increase their experience.
(source: Learning style, 2015)
Peter Honey and Alan Mumford model: In this learning style Peter say that employee's
have increase skills and knowledge through grape latest information from the environment
(Brewster and Hegewisch eds., 2017). This theory consist four steps those are as follows:
 Activist: In this step people are actively participate in the situations and they have
analysis whole situations before taking any action. They love to work in a team.
 Reflectors: In this person have learn new things by observing others action. They have
think accordingly to their perception.
 Theorist: This kind on person have analysis situations accordingly to theorise and model
and drown conclusion accordingly.
 Pragmatism: In this step person have innovative thinker and they have take risk for
completing the task.
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Illustration 1: Learning cycle

1.2 Explain the role of learning curve and its importance of transferring
learning at workplace
Learning curve represents that is one work or task if being performed again and again
than there would be lesser time needed for iteration.The concept of this strategy of learning is
given by Hermann Ebbinghaus that represents the performance of one individual in order to
show the development. In context of organisation, this is utilised for two different situation in
which one when the worker productivity is reviewed and other when the employee performance
and quality of work is assess in comparison of a task.
Illustration 2: Learning curve
(Source: Learning curve, 2013)
The mentioned image represents that worker performing activities adopts the concept of learning
according to their daily basis. Company support the learning at workplace that is optimised
coordinated for motivating employee through enhancing their performance at workplace along
with helping them in objectives and goals achievement (Conway and Barbier, 2013). Here are
mentioned some of the elements which can help in increasing learning curve influence at Sun
Court organisation:
 Through using rights information and controlling threats, enhance the outcome of
performed operations and activities.
 They should contain some abilities and skills in order to resolve working environment
related issues.
 Enhance the living standard of Sun Court's employee.
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 Effective opt of capital and other resources.
Sun Court can optimise several different concept of learning and its theories in order to
develop the members of staff along with managing employee relation which can help in
enhancing the productivity. By the assistance of this, learning curve is executed in Sun Court in
ideal manner for gaining the outcome (Dao, Langella and Carbo, 2011).
1.3 Assess the contribution of learning styles and theories when planning
and designing of learning programme
Company HR manager have make planing for training and development events. For this
they have use learning style and theories of analysis employee's way of understanding the
situations and apply suitable theories for provide better delivery of training lecture (Flamholtz,
2012). Effective planing and design of training event have increase productivity and profitability
of the firms. Learning style have provide necessary information about the employee's
personalities, perception, attitude etc. Company have use this information for conducting
appropriate program. Some important benefits of learning style and theorise for making plan and
design events are as follows:
 Through learning style HR manager have make plan of conducting training program.
They have receive necessary information form styles.
 HR manager have analysis each one employee's needs and wants by using theoris for
delivery effective lecture.
 Company know that which kind of lecture are most appropriate for training like audio,
video, teaching lectures or any others by analysis learning style.
 Firm have arrange training material accordingly to which theory are use to be work.
 Manager have use combination of training style because single one are not appropriate
for all employee's, each one workers are different form others.
 Learning style are provide which kind of theories can be apply for making plan and
design appropriate training & development program.
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TASK 4
4.1 Role of government in training and development and lifelong learnings
Government gives help to a company for organising a programme of developing and
training. Governments are selected by society so they are making a policies and rules for giving
whole society benefits. They had made a rules of not discriminate among workers as per their
cast, religion, genders, colours, beliefs etc. government is seeing both private and public
organisation giving them equal opportunity for workers with in a company with that rise in a
knowledge of workers and their skills of professional for those organisation giving training on a
proper time at a place of working (Ghai and Vivian, 2014). Government is taking action for
employees career and growth. Sun Court Ltd also follow the rules and regulations of government
their company environment are as follows:
 Organisation conducts a training programme on a continuous basis because they give a
workers performing improvements and a work productivity. Industry receive continuous
growth across global.
 Sun Court Ltd workers personalities have been performed well by joining the sessions of
training.
 Training gives workers motivation for doing work effectively as per their capabilities
gives growth to industry and achievement of organisation objectives and goals.
 In current trends organisation uses a techniques of digital for delivering lecturer of
training. Programs of training conducted online are very convenient for organisation so a
whole program can implement in a very easy and in a effective way.
They have introduced a training and development are as follows; Capital requirement for resources allocation: Sun Court Ltd capital and activities of
operating in a very proper way. Generate public norms: Governments had made some rules for whole society. Equal
treatment of a country treatment. Introducing HRD in their study: rules of governments are spread all over a country.
 Formulations of HR policies: Companies having a responsibility for cooperating with
other companies in a world.
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4.2 Movement of competency development creating impact on public and private sector
Organisation is receiving advantages of competitive at a place of market for others
competitors in movement of competency. Its affect organisation at a level of international and
UK is among one off them. Making a form of workers programs of development and training
have to take these factors. Managers of human resource make a recruiting and selecting for
hiring a candidates which are potential (Guest, 2011). They analyse experiences and skills of
knowledge as per selecting of a job design for an appropriate applicants. Changes which are done
with in environment and external environment of company environment are affected to a large
companies and attain a competitive advantages in world. Performance of a poor work, low
quality of services and product, capabilities where production are insufficient will increases in
fall performance of employees or result productivity of a organisation has conduct program of
training and development for enhancing and improving presentation of employees. Sun Court
Ltd invested a high amount in development and training programme of employees at each level
in a company with these better performance and industry achieve objectives and goals.
Responsibilities are diversified about many fields which gives future results.
Identifying a needs of training of a organisation and after implementing that on
environment of company. Through these changes are occurred in industry and changes have to
plan by management and provides training about changes of managing to workers (Hobfoll,
2011).
4.3 Accessing contemporary training introduced by the UK government which contribute to
human resources development of Sun Court
In UK government have provide necessary help in training and development program in
this they have provide rule and regulation for increase people professional skills and knowledge.
Sun court company have provide home facility to old age person and government have provide
some help to save their life and provide healthy lifestyles to them. UK government have
introduce contemporary training initiatives for increase employment and decrease poverty in the
country. They have improve person skills and knowledge and make them employable. Many
association have work in this field are as follows:
 Health department: This provide healthcare facility to sun court limited for old age
people. They have provide insurance facility to old people.
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 Institution of work and pension: UK government have provide pension old age person
for survive their life with out their family support.
 Education and skills: Government and equivalent organisation have provide training to
person for developing their skills and knowledge through educational process. With this
they have able do effective work.
 Trad industries department: Through trad government have generating revenues and
provide growth to economy (Knowles, Holton III and Swanson, 2014).
TASK 2
2.1 Similitude the training needs of employees at different levels in an organisation
In an organisation training and development needs and wants have different in at very
level of the firm. In company very level employees wants different types for professional skills
and knowledge to do their work effectively (Martin, McNally and Kay, 2013). Accordingly to
organisation structured some important firm level and their training needs are as follows:
At organisation level:
Upper level management:
Middle level management:
Lower level management:
At operational level:
Upper level employee's:
In this management want conceptual learning
to make effective decision so that company
have use models and theories in their training
program.
In this they have make follow guideline give
by top management for this they have make
plan. HR manager have provide training
accordingly to solve their problem related to
executing of strategies and plan.
HR manger have provide training to manager
their team and workers (McGuire, 2014).
In this employee's have technical so that HR
manager have increase technical knowledge of
the workers.
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Middle level employee's:
Individual employee's:
They have operating machineries and any other
operating tool so that HR manger provide
training to them according to provide new
machineries operation knowledge.
Lower level employee's have increase their
skills and knowledge to effective work by
using training and development program.
2.2 Explain advantages and disadvantages of training methods in Sun court limited
Training methods have some advantage and disadvantages related to employee's
development (Payne and Isaacs, 2017). In Sun court limited several training method are use
provide development in employee's professional skills and knowledge. Some important
advantages and disadvantages are as follows:
Training method Advantages Disadvantages
Seminars
Company organise seminar
for employees to create
awareness about product and
services.
In this employees are not
participating in seminars. They
have provide some false
information about topic.
E- learning
In today scenario company
have use online training
program to trained their
employee's this is very cheap
compare to hire trainer and
very convince.
In this program they have not
interested to learn from virtual
things. Employee's are not
emotionality attach with this
program.
Session
This is the best way to deliver
training program to
employee's. Through this
employee's are connect with
the lecture and participate in
This is very costly method that
take more time to deliver
whole program.
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whole training program.
Coaching Through this employer are
closely watch employee's
work provide training to them.
Through this program
employee's have distract with
their actual work outcomes.
Simulation and role play
Firm have provide situations
to employees and give
practical knowledge.
This training event are
expensive.
Mentoring
HR manager of Sun court
limited have assign mentor to
employees. Mentor provide
training to employees through
guidelines.
Employees are ready to listen
mentors direction they have do
their work according to their
own.
2.3 Systematic approach to plan training and development for a training program
Company have arrange training and development program according to employee's
learning styles and needs & wants (Pedler, 2011). For this they have use systematic approach to
make plan. Consider some factor those effected whole program. For plan systematic event of
training Sun court limited follow some step those are:
 Identification of training needs: Firstly firm have identify employee's training needs
and wants through several methods like observation, work analysis and their learning
style. At Sun court limited Human resources department use several method of training.
 Set objectives: Sun court limited HR manager have set training objectives so that easily
find out the outcome of training events.
 Plan and executing training events: Firm have make plan of training and
development events and executing these plan in a very effective manner.
 Training evaluation: Sun court limited company have evaluating training program by
using several evaluation techniques. For this they have full fill feedback from trainee as
well as trainer to analysis each one of role in training program.
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TASK 3
3.1 Evaluating program by using appropriate techniques
Evaluation of a program of training and development is very necessary for organisation
while analysing program of training success and trainer efficiency. Many techniques and tools
are present for evaluating a program of training. Industry had chosen a training program
appropriately as per their wants and needs (Rosenbusch and et. al., 2011). Programs are
evaluated which includes factors are methods which are used in a program of evaluation.
Approaches: Approach of a five tiers are used by Sun Court Ltd for evaluating a
program of training. This approach is very effective in mangers of human resources for finding
out training program requirements they include in an events of training requirement. Assessment needs: Stages of a mangers of human resources determine events of training
needed or not. If yes then others things are analysed. Accountability and monitoring: while program of training they minter by managers and
accounts are made by each trainee for knowing their participants in a program of whole Program clarification: managers of human resources provides information to trainees
about program of training (Yang, 2012). Progress: They see whole program of training on time for knowing about progress.
 Impact: in a long period in a future impact on a program of training and development
programme.
Methods of evaluation: Observation: Management of human resource observe the performance of workers. Feedback: Organisation receives feedback from trainer and trainee both.
 Comparison: Sun Court Ltd do the comparison of performance of workers in a program
of training.
3.2 Evaluation of a training event
Evaluation of training program: Company has evaluating training program for analysis
success of events. Through this they has receive information to provide help to firm for growth
and achieve productivity and profitability of the company. Sun court limited are use four step for
evaluating training program are as follows:
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 Reaction: Company has observe employee's reaction toward training event. They has
analysis employee's performance through observation and reports (.Werner and
DeSimone, 2011).
 Learning: Through training and development program employees have learn know thing
and increase productivity.
 Behaviour: Employee's have enhance positive behaviour toward work with effective
training program.
 Result: In this step firm have find out outcome of training events. Thst is include
practical information about performance.
3.3 Assessment success of evaluation methods
Review of evaluation method: Sun court limited has evaluating training program by using
five tier method. In this method they have analysis needs then assign monitoring training
program by observation techniques and then after they have communicate all training related
information with employee for create awareness about training events. Then HR manager have
analysis training process are effective implemented or not and in last they have and find out
impact of training on employee's performance (.Singh and et. al., 2011).
CONCLUSION
In this report its concluding that success of training event are influenced by several
learning style and curve. Sun court limited HR manger have prepare plan to conduct training
program by analysing needs and wands of the employees at different level of an organisation.
Employee's learning style have analysis by observation method and conducting training event
accordingly for achieving goals and objectives & productivity and profitability of the firm in
long period of time. Company has take feedback about training program to analysis their success
form trainee as well as trainer. UK government has also provide help to develop skills and
knowledge of the employee's.
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REFRENCES
Books and Journals
Barney, J. B., Ketchen Jr, D. J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp. 1299-1315.
Beardwell, J. eds., and et. al., 2013. Human resource development: 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.
Conway, G. R. and Barbier, E. B., 2013. After the green revolution: sustainable agriculture for
development. Routledge.
Dao, V., Langella, I. and Carbo, J., 2011. From green to sustainability: Information Technology
and an integrated sustainability framework. The Journal of Strategic Information
Systems. 20(1). pp. 63-79.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Ghai, D. and Vivian, J. M., 2014. Grassroots environmental action: people's participation in
sustainable development. Routledge.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp. 3-13.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp. 116-122.
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.
Martin, B. C., McNally, J. J. and Kay, M. J., 2013. Examining the formation of human capital in
entrepreneurship: A meta-analysis of entrepreneurship education outcomes. Journal of
Business Venturing. 28(2). pp. 211-224.
McGuire, D., 2014. Human resource development. Sage.
Payne, V. G. and Isaacs, L. D., 2017. Human motor development: A lifespan approach.
Routledge.
Pedler, M. ed., 2011. Action learning in practice. Gower Publishing, Ltd..
Rosenbusch, N., and et. al., 2011. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp. 341-358.
Singh, G., and et. al., 2011. Inclusion and diversity in work groups: A review and model for
future research. Journal of Management. 37(4). pp. 1262-1289.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Yang, Y. C., 2012. High-involvement human resource practices, affective commitment, and
organizational citizenship behaviours. The Service Industries Journal. 32(8). pp. 1209-
1227.
Online
Honey and Mumford Model. 2015. [Online]. Available through
<https://www.questscotland.co.uk/news.php/20/Learning-Styles-and-why-they-matter>.
Learning curve. 2013. [Online]. Available through
<https://en.wikipedia.org/wiki/File:Learning_Curve_Diagram_--
_Steep_and_Shallow,_Same_Functionality.jpg>.
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