Human Resource Management and Development

The provided assignment is a collection of references and sources related to human resource management (HRM) and development. It includes various academic articles, books, and online resources that cover topics such as organizational development, strategic human resources management, human capital and entrepreneurial success, global talent management, and more. The assignment appears to be focused on understanding the key concepts and practices in HRM and development, with an emphasis on the importance of high-performance human resource practices, learning styles, and human motor development. It is likely intended for students or researchers in the field of HRM and development.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION .........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing several types of learning styles..........................................................................1
1.2 Role and duty of learning curve and its importance of transferring learning at workplace..1
1.3 Contribution of learning theories and styles when designing and planning a learning event
.....................................................................................................................................................1
TASK 4............................................................................................................................................1
4.1 Duty of government in training, development and lifelong learning...................................1
4.2 Development of competency movement has accomplished on private and public section. 1
4.3 Contemporary training initiatives introduce by UK government........................................1
TASK 2............................................................................................................................................1
2.1 Comparison between training necessarily for employees at different level..........................1
2.2 Disadvantages and advantages of training methods..............................................................1
2.3 Systematic approach to plan development and training for a event......................................1
TASK 3............................................................................................................................................1
3.1 Evaluation using suitable techniques....................................................................................1
3.2 Evaluation of a training event...............................................................................................1
3.3 Success of evaluation methods..............................................................................................1
CONCLUSION ..............................................................................................................................1
REFERENCES................................................................................................................................2
.........................................................................................................................................................3

INTRODUCTION
Human Resource Development identify as a main concept which plays a vital and
essential role in each and every enterprise. It concerns with offering learning and training to the
workers in order to increase their abilities and skills that are valuable in their future success and
career growth. It supports in entire development of HR in an enterprise and gives them long term
learning (Anderson, 2013). It is also determining as a framework for assisting employees in order
to develop their individual and organisational knowledge, skills and abilities in an effective
manner.
This report is based on Sun Court Ltd.; it concerns in property management. This
assignment covers various styles of learning and its importance in knowledge transfer. This study
also shown contribution of learning styles and theories in developing and planning learning
program. Along with this, requirement of training for workers at various level as well as
advantages and disadvantage of different training approach are determined. Use of systematic
method in designing a training program and role of government in development and lifelong
learning is described in this assignment. Apart from this, competency movement impact on
public and private sector and involvement of contemporary learning initiatives in HRD is also
determined in this project.
TASK 1
1.1 Comparing several types of learning styles
Learning is identifying as an act of getting skills, knowledge, behaviour and values of
personas in an effective manner. Basically, it is determining as a process which compacts with
why, what and how (Aswathappa, 2013). It is important of the individual to increase their basic
skill and knowledge on particular subject. There is different learning style but Sun Court Ltd
apply sum styles which are describe as below:
Kolb’s learning style: This model framed was a David Kolb with aim of enhancing
individual skill in a systematic manner (Kolb's Learning Styles, 2017). It includes mainly four
parts which are determined as below:
Diverging learning style: In this, an individual is capable to observe at things from various
perspectives. In nature, this type of person is sensitive. They are able in order to collect
necessary information or data and thoughts to sole issues.
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Assimilating: This kind of style involves a logical and concise approach. Under this
aspects, innovative concept and idea are more essential than person. These type of people need
clear expectation and belief rather than a concrete chance. They are capable to knowing
extensive information and conducting it in a logical and clear format.
Converging: Under this model, manager of the company has converging acquiring style
can sort out issue and will develop their knowledge to analysis solutions to real problem. They
mainly desire practical task and lees worried with interpersonal and people aspects.
Accommodating: This style is relying and hands on perception rather than judgment.
These kind of person use another evaluation and choose to take an experiential and practical
approach (Bamberger Biron and Meshoulam, 2014). They are mainly concerned to innovative
experience and challenges and to resounding out new plans.
Honey and Mumford style: This model includes four parts of learning which are
determined as below:
Activists learning style: Activist are those people who acquire by doing. They require to
learn their hands filthy effectively and efficiently. They have an approachable way in order to
deal with acquiring, containing themselves absolutely and without disposition in innovative
encounters. This learning accomplishments can be problem solving, brainstorming, competition,
group discussion, role play etc.
Theorists: In this learners acquire a throw out of the coincidental to realise the premise
behind the business activities (Bray and et. al., 2012). They necessitate trusts, ideas and models
with a particular end goal and objective to contribute in the acquiring process. Like to integrate,
break down, drawing innovative data a consistent and methodical hypothesis. Their optimal of
learning actions includes statistics, models, background information, stories, quotes, applying
concepts in a theoretically way.
Pragmatists: These people have the ability observe how to set the knowledge into real
practices in their actual reality. Conceptual recreation and ideas are of embarrassed usefulness;
they can observe as ab effective approach in regards to set the thought practically and essentially
in their lives.
Reflectors: These kind of people acquire by contemplating and watching what occurred.
They like self-evolution questionnaires, paired discussion, time out, comment from other,
observing activities, personality questionnaires, interviews, coaching etc.
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1.2 Role and duty of learning curve and its importance of transferring learning at workplace
Learning curve: It is identifying as tool, which effects entire process and activity of
individual learning. It signifies the track record and performance of a person in a successful
manner. Transferring learning at workplace and significance of learning curve can be described
as below:
Role of learning curve: It is known as a graphical representation technique which show
the decrees and increase of individual learning in the Sun Court Ltd. It is an essential tool for the
company to evaluate effect of any kind of learning events as this shown the track record. Main
roll of this aspects is to classify the key component of learner’s success and progress in regrades
to make a better policy of education for him (Brewster and Hegewisch, 2017). Main use of this
curve for the company to set fair incentives to their employees or for forecasting resources
requirements. There are some role and responsibility of learning curve which are describe as
follows: It is used for the evaluation of the capability of the workers for performance of the
activity or action in an accurate and successful manner.
 These curve demonstrations the scale of the employee’s progress and success in getting
the knowledge and skills. On the basis of employee’s performance, it can be descending or ascending.
Importance or significance of transferring learning to the workplace: This feature can be
assumed as the activity through which the entire information or data acquired is set to use in
implementation of an activity. It supports in adding techniques and skills as well as solving the
issue at the workplace in an effective and systematic manner (Chelladurai and Kerwin, 2017).
There is also several importance of transferring learning in the business organisation are as
below:
Add value: Main emphasis of learning event is to enlarge and enhance value to the firm in
a systematic manner. So it is important that knowledge should be transfer in company to improve
their performance. On the other hand, learning will be not transferred, value of enterprise does
not be added in a successful way.
Assist in face and overcome any challenges: Learning is very important and essential part
of the employs and organisation to face different issue and overcome them successfully. In this
employees of Sun Court Ltd face various problems while accomplish their jobs and business
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tasks. Sometime they also face difficulties at workplace regarding they do not even have
experience and knowledge to complete all work in allotted time period. In order to solve all
issues and problems company organising learning program where all employees are come
together and put their opinion on these type of difficulties. on the other side, learning will be do
not relocated to workstation then workers will not able to solve with any type of problem.
1.3 Contribution of learning theories and styles when designing and planning a learning event
One of the main objective of learning event is to improve ability and knowledge of person in
regrades to their entire performance Learning theory also is very important and beneficial for the
employees in order to achieve long term and desired goals or objectives of company in limited
time period (Cummings and Worley, 2014). Which type of learning style should be select by
worker is wholly hinge on the end performance and output of individual. Various organisation
uses different kind of learning style in regards to make their staff members more knowledgeable,
so they can agree the challenges proceeds place in the company.
Relationship between learning events, theories and styles: Choosing a particular learning
style is few difficult and complex in nature, so manager of the Sun Court Ltd select combination
of different learning theories in order to learn more effective output of learning succession. In
this company an enhance abilities and skills of its workers with mixture of styles. Learning
theory identify the kind of knowledge and give better framework to plan a learning program in a
systematic manner.
Contribution of learning event and theory: Sun Court Ltd use effective more focussed
theory towards achievement of end objectives and better output with the assist of different
learning sessions. In order to make effective learning program which is essential and important
for the company to consider their employee’s basic needs and requirements. Accurate and perfect
style assist workers to acquire more innovative things effectively and efficiently (Daley, 2012).
TASK 4
4.1 Duty of government in training, development and lifelong learning
Government is the upper level of each and every country which help the nation people to
improve growth and development of economy (Learning Styles and why they matter, 2011).
Duty and role of legal authority in development, training and lifelong learning is more important.
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Involvement of government body in the program of development and training are described as
below:
Making a public nom: Government is known as important part of the country which can
reach in all over. With the support of different techniques and tools, regime of nation can pledgee
a process in regards to create a basic culture. Which support to train and develop them
effectively and efficiently. This will confirm development of knowledge in workers as well as
improve their self believe.
Formulate an effective policy with HR for all: In the contribution of government is more
high in order to articulate betel r policy and plan with development of human resource for entire
local person.
Allocate funds: Legal authority of country can allot right amount of capital to private and
public sectors for progress and improvement of Human resource (Gatewood, Feild and Barrick,
2015). Mainly regime around in all over the world and provide fair funds to train and develop
employees in a systematic manner.
Encourage study of HRD (Human resource development): They can assist in
development and training of HR by encourage the human resource study for all. This can be
complete by comprising a syllabus in country curricula.
In United Kingdom, legal authority plays a vital role in development and training of
workers particularly in private industry. Entire program of training is conduct by government as
well as give instructors and opinion to confirm that workers are capable to attain the performance
standard.
4.2 Development of competency movement has accomplished on private and public section
Competency can be determined as an ability and skill of person to fulfil job and task in
given time period. This kind of ability necessitate several qualification and education which
needs to done a job effectively and systematically (Grossman and Salas, 2011). There are some
concepts on competency which are describe as below:
Novice: In this, a person who does not have any type of prior skill and knowledge.
Experienced beginner: An individual who got first experience regarding the job.
Practitioner: Person with major knowledge and skill for a particular time period.
Knowledgeable specialists: An individual who are capable to collect specific knowledge needed
to doing employment but do not reach a perfect level.
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An expert: A person who have a right information of knowledge and knowing regarding the job.
Person competency go through above activity which effects the business and its operations
and function in an effective and efficient manner. It is also influence on the private and public
sector in systematically. In today, knowledge and experience of competency is not circulated
which is good for the employees to enhance their basic skill. Sun Court Ltd acknowledged great
competency in regards to retain competitive benefits. Due to this, they provide fair salary and
remuneration to skilled employee. Apart from this, high struggle in marketplace, large number of
business are more absorbed in enhancing employee’s performance (Guest, 2011). Now an
organisation capitalises more in development and training program in order to complete the
performance gap as well as perform better as comparison to their rivals.
4.3 Contemporary training initiatives introduce by UK government
Business activity is identifying as an essential part of the development and success of
company. In this an organisation provides learning and training program to employees which is
taken by the country government. It is mainly provided to small and medium size of enterprise
which is valuable for the firm to enhance their system effectively. In this contemporary system of
training is created success and ability in human resource development in quick manner. In this
legal authority take some activities in the HRD area. There are several number of regime
insinuation, these are as below:
 Education or skill department
 Health and safety department
 Division of workstation
 Trade and industry department
Above all department are given effective facility to private industry. In this initiative of
training was allowed by the legal authorities in order to promote training and development
secession in small as well as medium sector which state stability and growth (Hobfoll, 2011). It
will provide a better chance to people who have few experience to learn best knowledge at
various level where business can take their competencies and skills accurately.
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TASK 2
2.1 Comparison between training necessarily for employees at different level
Each and every organisation needed various kind of learning approach at certain level. In
the company, all employees work profile is not similar so they require best training. Functions of
Sun court at different parts can be describe as below:
Finance and accounting department: Needs and requirement of training differ from
different decision in the way of subordinate to administrator. Main responsibility of an
accounting manager is to retain the all record as well as check business revenues (Kakuma and
et. al., 2011). So it is important for the company to maintain their variance in an effective
manner. Role of manager is to provide clear payment, budget, write checks etc. so all this are
followed by the business manager while designing training event.
Operational department: It is a main part of the company which plays essential role in
providing better training to employees. Prime duty of operational staff is to control all rooms in
business or care home. For attain the same knowledge that must be provided as the same as well
as ensure allotment of rooms in a systematic manner.
Marketing department: Role of this department is to provide accurate learning like
buyer’s complaints, administration of industry relation. Apart from this, training connected with
certain features such as internet marketing. All this must be applying before implementing
training events for the workers.
2.2 Disadvantages and advantages of training methods
Training methods identify as a tools which is used by the business manager in order to
providing effective training and learning to employees (Kehoe and Wright, 2013). There are
various techniques and methods of training which is used by the Sun Court Ltd in their business
operations. All tools have advantages and disadvantages which are describe as below:
Methods Advantages Disadvantages
Role play One of the main advantage of
this tool is that it gives the
constraint of actual situation
of trainee’s life which ensure
good knowledge with practical
It is a very expensive and
lengthy approach.
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approach.
Coaching This kind of approach is
follow by the administrator to
enhance skills and knowledge
of workers.
Main disadvantage of this
method is it hamper
effectiveness of end output of
business.
Job instructional tool It is identifying as an essential
tool which is follow by the
business administrator in order
to train and develop their
employees regarding the job
process. In this, manager give
skills to workers about all
phase of job (McKenzie and
et. al., 2012). So it is
important for a staff member
to have a wide range of
information and perform
better in at workplace.
If any workers unexploited
any phase, then this needs all
activity to be repeat way the
first phase.
Mentoring In this tool, advisor meet with
learner and provide accurate
guidance to implement a
particular skills and attitude.
Employees does not heed the
manager in a right way which
effects the training outcome.
2.3 Systematic approach to plan development and training for an event
Planning od development and training program: It is very important and necessary for the
each and every organisation in order to design systematic process of learning. There are some
steps which are includes in this procedures are as below:
Analysis training requirement: It is first and essential phase which is follow by the Sun
Court Ltd to identifying basic are of training (Meredith Belbin, 2011). In this manager of the
company observe working performance of workers in the company.
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Design: In this manager implement an effective action plan which consider certain judgment
such as event time, data, training & learning style etc.
Development: In this step, manager plays as a vital role in implementing training activity as
per the practical plan.
Delivery It is essential and main process in providing accurate learning and training to
workers in an effective manner.
Evaluation: It is last process which support administrator in analysis the training
effectiveness. There are different tools which can be followed for do the similar (Payne and
Isaacs, 2017).
 Development and training plan for entrants
 Background of new employees with management group.
 Oration by different departmental head to transmit the necessary message regarding
the business targets and goals.
 Expiation of duties to innovative workers.
 Reparation of different policies and plan executed in organisation.
 Introduction of employer with the learners.
TASK 3
3.1 Evaluation using suitable techniques
For successful analysation of training program, it is essential for the administration to
allowed the neutral based development. Main motive of this approach is to controlling the effects
after the learning or training event. It is also impacted on employee’s performance as well as
give benefits to organisation (Ployhart and Moliterno, 2011). It is important for the Sun Court
Ltd for following in the training secession. It is identifying as a feedback and comments which is
worried to collecting entire information about training activity and its outputs. It is important for
the enterprise to understand some things such as:
 Regarding analysation.
 An individual who should identify the learning?
 What should be analysed?
It is important for the company to understood about entire tools which are related to
collecting data after execution of training events. Behind identifying the training needs, there are
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different reasons. Like, main reason is, company nor aware regarding the analysation and its
advantages. It assists in evaluating the effectiveness and efficiency of training. It also supports in
attaining the long term goals and objectives of organisation in limited tile period. It is valuable
for the Sun Court Ltd to give permission to their entire investors in the training activity. It helps
in giving the whole information and data about the human resource planning, management skills
and competencies. Evaluation is supportive in understanding perception and purchasing power of
customers towards the business products and services (Romney and Steinbart, 2012).
3.2 Evaluation of a training event
Evaluation of training and learning event identify as the effectiveness and progress of
training event which s organises by organisation to enhance employee’s skills. Mainly there are 4
steps for estimate a training secession which are as below:
Reaction: In this, reaction of training program involvement is detected on the satisfaction
level. So in this entrants feel happy and interested to understand more regarding the business. In
this they show their attention in training secession and listen appropriately about the contributing
the working out experience.
Learning: It is known as a second phase which assist in identifying the progress and
growth of individual learning. In this comment must be gathered from workers in order to
analysis the problem and its solution (Scullion and Collings, 2011). So all issue is sort out,
company can attain effective and positive outputs.
Behaviour: In this employee’s behaviour, attitude and perception effects the entire
program of training. It is important for new members to engage more regarding culture and
policies of business as well as pay more in development and growth of organisation.
Results: It is a last aspect that support in identifying the efficiency and success of training
events. Result of this process is to increased individual basic knowledge and experience.
So above all points are important and said that learning evaluation is necessary and
essential for the individual and organisation to enhance their performance (Werner and
DeSimone, 2011). It supports in identifying the main problems and its solutions so the manager
of the company can overcome all issues in an effective and efficient manner. So they make
perfect and accurate training secession to their all employees with aim of achieving desired goals
and targets of firm. Further, it direct administrator and tell him regarding the main techniques
and tools of learning.
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3.3 Success of evaluation methods
Success and development is very important and significant part of the business and
individual growth. in order to achieve log term and desired objectives, company follows different
learning style to enhance their worker’s basic skills and experience on specific matter. Sun Court
Ltd use five tier training approach, in this method different questions are requiring to be
responded in regards to classify needs and requirement of training. Primarily this approach is
used to analysis suggestion of training program in actual life (Unger and et. al., 2011). This
method identify that induction secession is essential for organisation as this support in educate
employees about mission, vision, policy and structure of company.
Different approach such as feedback, observation, comparison can be used by business
manager in order to estimate employee’s performance in an effective and efficient manner. In
this reflexion support in regulate what is the perfect aspect of knowledge. A comment can be
provided to workers in regards to gather their views. All these approaches are used for the event
of training which was effective as well as assist in create new abilities and skills in staff
members (Werner and DeSimone, 2011).
CONCLUSION
As per the above mentioned report it can be concluded that HRD is one of the main part
of organisation. Main role of this person is to manage all work and function in an accurate
manner. In order to enhance individual skills and knowledge, business entity apply different kind
of learning style such as Kolb’s Learning styles, Honey and Mumford's style. All those are
essential for the organisation and person to learn effective knowledge. Various kind of training
approach and its disadvantage and advantages support the organisation in order to enhance their
revenues and sales. Government role and duty in training, development and lifelong learning
assist the person to enhance their basic knowledge and skills.
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REFERENCES
Books & Journals
Anderson, V., 2013. Research methods in human resource management: investigating a business
issue. Kogan Page Publishers.
Aswathappa, K., 2013. Human resource management: Text and cases. Tata McGraw-Hill
Education.
Bamberger, P. A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bray, F. and et. al., 2012. Global cancer transitions according to the Human Development Index
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Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
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Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Cummings, T. G. and Worley, C. G., 2014. Organization development and change. Cengage
learning.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Gatewood, R., Feild, H. S. and Barrick, M., 2015. Human resource selection. Nelson Education.
Grossman, R. and Salas, E., 2011. The transfer of training: what really matters. International
Journal of Training and Development. 15(2). pp.103-120.
Guest, D. E., 2011. Human resource management and performance: still searching for some
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Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
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strategies for action. The Lancet. 378(9803). pp.1654-1663.
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.
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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.
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Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
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Ployhart, R. E. and Moliterno, T. P., 2011. Emergence of the human capital resource: A
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Romney, M. B. and Steinbart, P. J., 2012. Accounting information systems. Boston: Pearson.
Scullion, H. and Collings, D., 2011. Global talent management. Routledge.
Unger, J. M. and et. al., 2011. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp.341-358.
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Online
Learning Styles and why they matter, 2011. [Online]. Available through:
<https://www.questscotland.co.uk/news.php/20/Learning-Styles-and-why-they-matter>.
Kolb's Learning Styles. 2017. [Online]. Available through:
<https://www.ascl.org.uk/professional-development/>.
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