Human Resource Management Literature Review

This assignment requires a thorough literature review of key concepts within the field of human resource development. It necessitates examining and synthesizing information from diverse academic sources, including journals such as 'Human Resource Management Journal' and 'Human Resource Development Quarterly'. The review should encompass topics like adult learning theory (Knowles et al.), positive psychological capital (Luthans et al.), and human capital formation in entrepreneurship (Martin et al.). Additionally, it calls for the analysis of potential biases, such as common method variance (Reio Jr.), and the consideration of broader societal impacts like water security (Vörösmarty et al.).

Human Resource
Development

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles...................................................................................................1
1.2 Role of learning curve and the importance of transferring learning to the workplace.....2
1.3 Contribution of learning styles and theories while planning and designing a learning event
................................................................................................................................................3
4.1 Role of UK government in training, development and lifelong learning.........................4
4.2 Impact of the development of competency movement on public and private sector.......5
4.3 Contribution of contemporary training initiatives to human resource development........5
TASK 2............................................................................................................................................6
2.1 Training needs for staff at different levels in an organization..........................................6
2.2 Advantages and disadvantages of learning of training methods used in organization.....7
2.3 Systematic approach to plan training and development for training event......................8
3.1 Evaluation of training event using suitable techniques....................................................9
3.2 Evaluation of the training event.....................................................................................10
3.3 Reviewing the success of evaluation method used.........................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resource development is an effective activity which is conducted by the
organization in order to develop skills and knowledge of their workers. The main objective of
human resource development is making competitive employees who can perform given task in
the most effectual manner. It is a big concept which defines theories, research and practical
knowledge. Human resource development defines training and development of their employees
in order to improve the performance of employees at workplace and attain the best results in an
appropriate manner. It also increase the positive attitude of employees at working place which
assist in achieving the organizational goals and objectives in appropriate time period (Learning
Curve). Human resource development is a continuous process to enhance skills and overall
performance of people who work in the organization. Present report is based on the firm, “People
'R' Us” that provides effective services in human resources department. It is providing
recruitment and selection services to the organizations. Different learning curve and importance
of transferring learning at the workplace is mentioned in this report. It also defines the
knowledge about needs and methods of training at different level. Along with that, roles and
steps are taken by the government of UK.
TASK 1
1.1 Different learning styles
Learning style is a process which define concentrate on, procedure and also absorb new
things so that they can gain knowledge and skills In other terms, it can be said that it is a
technique which tells about the activities that should be done and a specific way by which task
should be completed. There are various types of learning styles that can be used by Sun Count
Residential Homes limited which are given as below-
Kolb's learning style- This model is proposed by David Kolb who stated that there are
four types of learning styles based on perceiving information and process data. Convergers- In this concept, people want to gain knowledge by doing experiments and
by solving practical problems. This style is adopted by those people who have technical
mind. Divergers- In this style, learners observe things for learning and conduct brainstorming
session so that they can find out solution of specific problem.
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 Accomodators- These people have personal feelings with people. They want to learn
things with feelings rather than logical things (List of Training Methods).
 Assimilators- In this, learners learn things by keeping information briefly as well as use
reflective observation.
Honey Mumford model- This theory has defined that there are four types of learners which are
given as below-
 Activists- These types of learners are risk takers who take uncertainty by doing new
experiments and activities.
 Reflector- In this, people learn things by observing and thinking. They promise to other
people before conducting investigation.
 Theorist- They learn things by following a procedure which contains various steps. They
like complex and logical concepts.
 Pragmatist- These people apply things practically whatever they learned via observation.
1.2 Role of learning curve and the importance of transferring learning to the workplace
Learning curve is a graphical process which defines increase and decrease of individual’s
experience. This curve is used by organization in order to measure the performance of employees
which helps in improving the work progress. Sun Court Residential Homes Limited shows the
learning curve which increases skills and knowledge of workers at their workplace. Learning
curve is an important tool to evaluate the productivity of organization in an appropriate manner.
There are various roles of learning curve and importance of transferring to the workplace point
are as follows:
Role of learning curve in organization:
Learning curve is essential for an organization to define the position and improvement of
employees. Basically, it is a graphical process which defines the overall performance of workers
in business organization (Ployhart and Moliterno, 2011). Learning curve is a measuring tool
which define the training and development program that is conducted by firm to enhance the
skills of employees in an appropriate manner. With the help of this tool, the best policies to attain
organizational goals and objectives are set. Sun Court Residential Homes Limited use this curve
in their operation process to measure the effect of training and learning program (McKenzie and
et. al., 2012). This measurement tool provides knowledge to HR of an organization about the
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effective learning event which leads to aid in setting incentives for their employees. It also plays
an important role as a planning tool for resources required.
Importance of transferring learning to workplace:
Training and learning programs are arranged by all types of organizations in order to
enhance the performance of workers. By using funds, time and energy, organization provides
training programs to its employees in order to attain the competitive advantage. Every
organization has high expectations from their learners to provide learning process which assist in
achieving its goals and objectives in an appropriate manner. There are some importance of
transferring learning at the workplace which are as follows:
 Adds values: The main aim and purpose of transferring learning at the workplace is to
add value in business. It is an effective process to attain higher success in the marketplace
and also, improves the performance of employees at workplace in an appropriate manner.
 Effective utilization of funds: Without funds, training and learning process can be
conducted by the organization. Therefore, fund is very important to cunduct the training
and learning session for the employees in order to improve their performance at
workplace and attain the best results. Transferring learning is important in the firm as it
which assists in effective utilization of funds.
 Face and overcome challenges: The workers of Sun Count Residential Homes Limited
face problems while performing their tasks at workplace. Learning session provides
complete knowledge about the issues and the way to overcome from it (Martin, McNally
and Kay, 2013). Thus, it is more important to transfer learning in the organization which
helps in resolving problems that arise in the performance of employees.
1.3 Contribution of learning styles and theories while planning and designing a learning event
Structure used by enterprises to enhance the skills and capabilities of its employees is
known as theory of learning. Different enterprises use different learning styles as per the needs
and characteristics of learning that differ from one person to another. Evaluation of various
theories of learning is essential for an organisation before conducting a training and development
programme for employees. Various learning styles and theories play an effective role in
achieving various benefits which provide training to employees of the organisation.
Contribution of learning styles and theories in planning the learning event
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First of all, it is necessary for the enterprise to first identity training needs of employees
working at various levels of department. For this, various theories of learning must be
predetermined by the firm. This type of evaluation helps in identifying the theory and style of
learning which is more suitable for a large number of employees in organisation. Every
individual performs different roles and responsibilities from each other so it is necessary to
provide them training accordingly (MacArthur and et. al., 2014). Selection of right and effective
learning style positively contribute in designing and planning a learning event. This will
contribute positively to the whole learning event. All these styles and theories help in developing
the capacity of individuals. Successful transfer of these learning into workplace contribute
effectively in the success of business operations. During this process, new challenges are faced
by the firm due to changing structure of organisation. Evaluation of various theories and learning
styles have been done by the enterprise given by Honey and Mumford. This theory will provide
various benefits to the organisation in planning and implementing various training activities.
Style given under this theory that is reflector of learning positively contribute in conducting and
planning training programmes. This contributes a lot in the success of training event
4.1 Role of UK government in training, development and lifelong learning
Government is very important for every county. It pay vital role in training and
development of the organization. It also helps in growth of the company in appropriate manner.
There are some important contribution of government which is related to the training and
development programs are as follows:
 Generating public norms: The government is a body of every nation which can reach all
the sectors and define their roles and responsibilities (Bratton and Gold, 2012). It define
initiative to evaluate and create common culture with in all the public. The different tools
and policies helps in training and development plan of the organization.
 Formulation of HR policies for all: The government of UK formulate all the same
policies in human resources development which increase the abilities and capabilities of
the persons in effective manner.
 Allocating funds: UK government provides monetary funds to the business organization
for development of human resources.
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 Promoting HRD study: Government of UK also provide some promotional activities
which is conducted by the organization in relation to develop the human resources in
their study. It assist in increasing training and development and lifelong learning also.
 Creation of favourable work environment: With the help of government rules and
regulation the organization provide healthy working environment to its employees so that
is assist in enhancing the abilities and capabilities of individuals. Government define
some laws which is followed by the firm in order to provide suitable and healthy
environment at working place so that they can perform their work effectively.
Hence, the government play an important role in training and development in an organization top
enhance the capabilities of the individuals.
4.2 Impact of the development of competency movement on public and private sector
For challenge the growth, private and public organization has start share important
knowledge in order to increase their competencies. Every business started training events to
achieve effective human resources in their process (Boxall and Purcell, 2011). It impact on
organization positively because it provide quality service to its customers which assist in
eliminating the competitive disadvantage. Theses organization focus on customers satisfaction
by delivering best quality of products in order to achieve competitive advantage from its
competitors. It also maintain positive and healthy relation in organization which motivate and
encourage their workers so that they achieve positive results. Public sectors involve human
resource for developing performance and define effective efforts to increase the level of standard
of workers. Competencies are direction of learning which helps to the employees to achieve its
job opportunities to get higher success at marketplace.
4.3 Contribution of contemporary training initiatives to human resource development
Contemporary learning define by the government of UK which support to the
organization in order to increase strength in human resource. Government provide growth to
employees of their country (Armstrongand Taylor, 2014). They also take some initiatives which
is related to the human resource development. There are some institutions which are related to
HRD are as follows:
 Trade and industry department
 Work and pension department
 Education department
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 Health department.
These department are provide different services to private organization:
 Learning and skills provide funds to 16's age group.
 The university helps in increasing the standard of workers in organization.
 Deliver skilled workers in organization for council.
 Make sure of good work practices which is define by the investors.
These are taken by the Sun Count Residential Homes Limited to performing job activities.
Basically contemporary training is define by the UK government in order to improving the
human resource. It assist in increasing the standardization in workers of an organization.
TASK 2
2.1 Training needs for staff at different levels in an organization
Training program is important for every organization to enhance the skills and knowledge
of employees. Every employee works at different level and they have different roles and
responsibilities in the organization to perform their tasks in an appropriate manner. Every
employee works in the firm for achieving its goals and objectives. Sun Count Residential Homes
Limited have three levels of department such as top, middle and lower. Top level department
defines and includes directors, CEO and senior director. In the middle level, department includes
junior director and managers and at the lower level, management defines peons, nurses and other
employees. These are important members of Sun Count Residential Homes Limited who achieve
goals and objectives by performing different roles and responsibilities at their workplace. The
organization evaluates and analyses the training need of employees by monitoring their
performance and then providing the same accordingly. There are some training needs for staff
members at various levels which are as follows:
 Training at top level: In this level of department the roles and responsibilities are very
different from others (Werner and DeSimone, 2011). So, the training needs are also
different form other staff members at this level. The training provided to the doctors and
focus on their treat behaviour and way of patients. They provide practical and theoretical
knowledge about the patients in an effective manner. It also provides complete training
regarding the use of medical treatment of patients in an appropriate manner.
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 Training at middle level: In this department, the ranting provide to the junior doctors
which is little bit same for to the upper level department. In this level it include the
manage and administrators. Training provide effective needs which is evaluate in
effective manner. These level of members are executing the plan and policies which is
framed by the role level department like CEO, and senior directors.
 Training at lower level: It includes peons, nurse, sweepers and other members of the firm.
This level of members have less authorities. They provide training of those employees
who are work with lower level of member in an organization. The process of training
focus on employees skills and knowledge so that they are able to enhance their skills in
order to perform their task effectively.
2.2 Advantages and disadvantages of learning of training methods used in organization
Every type of organization needs training programs because all are wants to grow their
business effectively. Sun Count Residential Homes Limited also select the training method to
increase skills and knowledge of workers and attain positive results by them. It also helps in
achieving organization’s goals and objectives in an appropriate manner. There are some methods
used by the organization with their advantages and disadvantages which are as follows:
The classroom method:
It is an important method which is used by the business organization in order to provide
training to employees through white board and power point presentation (Vörösmarty and et,al.,
2010).
The main advantage of this method is that it helps organization to provide training in a
theoretical manner. It also saves the expenses and time.
The main disadvantage of this method is that employees do not get practical knowledge.
The practical method:
It is an important method of training which defines practical experience to trainees which
involve the demonstration rather that providing theoretical knowledge.
The main advantage of this method is to provide practical knowledge to employees in
every level of departments (Reio Jr, 2010). It also helps in providing functional training to the
middle level employees and also top level doctors about the medical use in organization.
The main disadvantage of this method is that it cannot be used in decision making
process. It is also for theoretical knowledge.
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The case study method:
In this method, the trainees and employees are given with a situation where they define
process to solve the problem. It can be applied on single and group of employees.
The advantage of this method is that it is applied by organization which assist in
improving their decision making process. It also supports the doctors who support them
effectively in emergency case.
The main disadvantage of this method is that it cannot be applied at lower level
department of workers.
The mix training method:
In this, various training methods are combined which is used to train its employees in
effective way.
It is very easy to apply which assist in training and developing employee’s skills and
knowledge in the organization. It helps in providing the best training at all levels of employees in
organization.
The main advantage of this method is that it is very costly and also, time consuming. This
method involves unwanted engagement of employees at the workplace.
2.3 Systematic approach to plan and development for training event
If any organization wants to plan training programs to its employees then they do this
program systematically. It will help in achieving positive results by them. A systematic approach
to training is conducted in an effective manner which is performed by the others It is an
important process and approach which defines the first stage which is related to the aim and
objectives of firms before providing training to employees (McKenzie and et,al., 2012). The
organization analyses training needs of employees which help them in forming better and
effective training in their organization process. There are some systematic approaches to plan a
training event for the firm which are as follows:
 Determining organizational aim: It is more important process to set the aim of the
company which helps in selection the best and appropriate method which provide the
training to its employees (Luthans and et.al., 2010). The main aim of this organisation
tom offer and provide quality service tom its patients and get higher satisfaction level by
them.
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 Setting up training needs: The next and second stage is defining training event after
defining organization’s aim. In this stage, it is important to evaluate the training needs of
employees and then provide them effectively. It helps in determining a significant
method for training in an appropriate manner.
 Designing training strategy: After setting and determining aim of organization and
training needs of employees, firm chooses the suitable training method which helps in
attaining effective and positive results. The organization selects demonstrative training
method for their lower level of employees to enhance their abilities in order to perform
effectively within stipulated time limit. It helps to the business to attain advantage of
training is effective cost. Sun Count Residential Homes Limited select lecture method of
training to their employees which is provided by using board and presentation so that
every employees are enhance their skills in effective way.
 Implementation of training program: It is last stage of training needs which assist in
implementation of systematic plan which is set by the organization in order to achieve
desirable goals and objectives within appropriate time period.
3.1 Evaluation of training event using suitable techniques
Evaluation of training program is done by the manager of organization who defines
effectiveness in process and implements effectively in order to achieve the set targets of
company. Main aim of conducting training program is it is worth or not. It is an important event
to improve the performance of employees at workplace. This process defines the training needs
of employees in future time period. HR manager of organization prepares a plan of training
event. In order to develop the plan the manager analysis the behaviours of the particular
participants and get feedback by them (Knowles, Holton III, Swanson, 2014). This process is
helps in the preparation of plan in order to evaluating of training event. The HR manager also
used the strategy to define effective evaluation in their business process. They collect and
maintain al the data which is related to the past performance of employees it is done by the HR
manager in training events. After evaluation the plan manager implement plan tom monitor the
performance of the employees for three weeks in order to evaluating improvement in their
performance (Guest, 2011). Feedback from trainees who are attained the training event is collect
by the manager to attain positive and desirable results in appropriate manner.
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3.2 Evaluation of the training event
Every organization defines their process in an appropriate way and the human resource
management takes important and necessary steps which help in evaluating the training programs
that are conducted for its employees in order to improve their performance at workplace. There
are some steps which are taken by the manager for evaluation process which are as follows:
 Satisfaction and reaction of participants: It is an important step as in this, it is immediate
process which is evaluate by the instructor. Person who provides the training needs to
employees which record the quick response of the participants and tries to understand the
effectiveness of training events. HR manager defines the positive results and reactions
from all the participants in an appropriate way.
 Knowledge evaluation: It is also an important process which defines the feedback for HR
manager of the firm. HR manager put some questions in front of trainees and receive
their answers immediately in order to measure their knowledge (Flamholtz, 2012). It is an
important and interactive method which is evaluated by the HR manager to measure
employee’s high level of knowledge which is revived by both sessions.
 Behavioural application: It is the outcome of training event. In this, human resources of
firm defined the improvement of employees who have attained training session in order
to analyse the behaviour of trainees in an appropriate manner.
 Measurable business improvements: It is an effective process which is conducted by the
HR manager for observation for 3 weeks to measure the improvement at workplace. It
notice the performance level of employees at lower level department.
 Measuring with benchmark: This method is used in comparison between results which
are define after the training session. This process is done by the HR in order to evaluate
improvements of its employees. This method concluded that the improvement of
employees is determined from training events and get positive outcome from their
effectively.
Evaluation process for training is defined by the organization. It is more effective process
to evaluate the effective program which giving the positive results in appropriate manner.
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3.3 Reviewing the success of evaluation method used
HR of Sun Count Residential Homes Limited use five different methods in order to
evaluate of two training session. This is done by discussing with all the members of team. There
are some reviews of five different methods which are used in training evaluation session like:
 Satisfaction and participant reaction is the first method which is related to psychological
phenomenon. It defines the inner feelings of employees who are participant in training
programs.
 Training programs are conducted by the organization in order to develop and enhance the
skills and knowledge of employees (Daley, 2012). It is related to their work and
knowledge acquisition. This method helps HR manager in measuring the impact of
training session on employees at workplace and increase it effectively.
 With the help of training programs, employees are able to develop and improve skills and
knowledge in order to perform their work in an effective manner. It also helps in utilizing
resources in a proper way.Main objective of firm behind conducting training programs is
to improve the results. HR manager collects all previous data and compare the recent
information of training events. It is a useful tool which helps in evaluating the
effectiveness of training session in an appropriate manner.
Hence, all five methods are useful which are used by manager of firm in order to define the
impact of training session of employees. This event is conducted by the Sun Count Residential
Homes Limited.
CONCLUSION
From the above report, it can be concluded that human resource development plays an
important role in every organization which helps in enhancing the skills and knowledge of
employees. The report states that various learning styles are essential to the organization in order
to increase employee’s skills effectually so that they will perform their work in an appropriate
manner. It also states that the planning process is highly significant to conduct training events
which determine the effectiveness in organization. These events are organized by the manager to
measure employee’s performance at workplace and to attain the best results.
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REFERENCES
Books and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Daley, D.M., 2012. Strategic human resource management. Public Personnel Management.
pp.120-125.
Flamholtz, E.G., 2012. Human resource accounting: Advances in concepts methods and
applications. Springer Science & Business Media.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal.21(1). pp.3-13.
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.
Luthans, F., and et.al., 2010. The development and resulting performance impact of positive
psychological capital. Human resource development quarterly. 21(1). pp.41-67.
McKenzie, L.M. and et,al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total Environment.
424. pp.79-87.
MacArthur, D.G and et. al., 2014. Guidelines for investigating causality of sequence variants in
human disease. Nature. 508(7497). pp.469-476.
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.
McKenzie, L.M and et. al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total Environment.
424, pp.79-87.
Ployhart, R.E. and Moliterno, T.P., 2011. Emergence of the human capital resource: A multilevel
model. Academy of Management Review. 36(1). pp.127-150.
Reio Jr, T.G., 2010. The threat of common method variance bias to theory building. Human
Resource Development Review.9(4). pp.405-411.
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Vörösmarty, C.J and et,al., 2010. Global threats to human water security and river biodiversity.
Nature. 467(7315). pp.555-561.
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
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Learning Curve. 2017. [Online]. Available through:
<http://www.investopedia.com/terms/l/learning-curve.asp>. [Accessed on 21st August
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List of Training Methods. 2017. [Online]. Available through:
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methods_eacwezdm.html>. [Accessed on 21st August 2017].
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