HRM Assignment: Personnel Development and Organizational Roles

The provided document is a comprehensive assignment on Human Resource Management (HRM) that delves into the concept of personnel development within an organization. It emphasizes the significance of developing skills and abilities among individuals, groups, or masses, and highlights various initiatives undertaken by the State of UK for personnel development in companies. The assignment also touches upon different types of organizations, their roles, and duties, as well as the plans and strategies employed by them to function efficiently.

Human Resource Development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Compare different learning styles....................................................................................3
1.2 Role of learning curve & the importance of transferring learning to the workplace.......4
1.3 Contribution of learning styles and theories during designing and planning procedures 5
4.1 Role of government regards with training, development and lifelong learning...............6
4.2 Development of competency movement which impact on private and public sector......7
4.3 Contemporary training initiatives introduced by UK government...................................8
TASK 2............................................................................................................................................9
2.1 Requirement of training needs for staff at different level................................................9
2.2 Advantages and disadvantage of various training methods...........................................10
2.3 Systematic approach to plan training and development for a training event.................11
3.1 Prepare evaluation using suitable techniques.................................................................12
3.2 Analyse training event....................................................................................................13
3.3 Review on success of evaluation method.......................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES .............................................................................................................................16

INTRODUCTION
Human resource development is a structure for assisting worker to evolve their
organisational and personal skills, abilities and knowledge. This is considered as the most
significant chance or opportunities for development of employee, encourage their work and
motivate worker for the upcoming opportunities. Through the help of performance management,
training and development, mentoring, planning and coaching, one can seek for such
opportunities. This is very essential to function by an organisation for both private and public
sector organisations (Barney, Ketchen Jr and Wright, 2011). There are various functions that an
HR play for meeting the desired outcome in effective way which aid in enhancing efficiency of
operation carried out by a company.
People R Us is an consultancy organisation which is offering suggestions on issues of HR
to medium and small sized organisations along with provide and evaluate the training and
development programs. The company is working for Sun Court Residential Homes limited
which is an old age care home. The purpose of this report is understand various learning styles
and theories along with planning and designing learning and training programs. This will assess
the training event evaluation and government role and initiative in such programs and session of
training.
TASK 1
1.1 Compare different learning styles
It is indispensable for Sun Court Residential Homes Limited to deliver proper programs
of training and development as the company serve senior citizens which make them more
responsible for their duties (Beardwell eds., and et. al., 2013). There are different learning styles
adopted by individual according to different situation and consequences which help them in
meeting new skills and enhance worker abilities. Here are mentioned some of those style advised
by People R Us to cited organisation:
Kolb's Learning Style: David Kolb is called as the father of learning theories which have
inspired many analyst for rendering revolutionary theories. This theories was formed in 1984 by
Kolb that functions on grounds f 4 different styles of learning, and cycle steps along with two
major concepts. This theory is most effective theory which can help in development of any
concept.
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Model of Peter Honey & Alan Mumford: In 1986, inspired from theory of Kolb, Honey
and Mumford formulated their own learning style. The concept help worker in managing and
knowledge in effective style. Here are four learning method of this styles:
 Activist: In this, worker are participating in activities actively for skills and knowledge
such as discussion, riddles etc.
 Theorist: These people find some new concept or theories out of incurred activities and
incidents.
 Pragmatist: These individual believes in execution of theories and concepts in
organisation (Brewster and Hegewisch, eds., 2017).
 Reflector: Such workers reflects the observed experiences which they had experienced
from their surroundings.
VARK style of learning: This learning style refer to aural, visual, kinaesthetic and
reading concept of learning. This concept believes on the theory of no limitation as well as this
believes that thorough this learning styles one can meet their life-long learnings. Here is these
elements in brief: Visual: This refer to visual presentation of activist or things for examples diagrams,
charts, presentation etc. Aural: Learning from spoken or hearing words such s radio, discussion etc. Read: Information and learning from written words such as lists, dictionaries etc. Kinaesthetic: This means the preferences to perception related to an activity and
experiences utilises such s individual's experience etc.
Compare among Learning Style: These entire styles of learning depend on the
understanding level and experience but are different from each other on the grounds of learning
and information. On one side, learning style of Kolb is based on environment experiences,
VARK learning method is based on emotions and style of communication.
1.2 Role of learning curve & the importance of transferring learning to the workplace
The concept of learning curve refer to individual's performance In graphical way which
was formed by Hermann Ebbinghaus. This can be used as two ways, first to review the
performance of employee and second assess the worker's productivity in order to perform any
practices.
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The mentioned graph represents how the employee performance can help an individual in
considering their basis of routine, Sun Court Residential Homes Limited support their learning of
workplace for stimulation of worker for the very first time with the help of People R Us for
meeting the high performance level to meet the requirements of patients or services users. Here
are mentioned some elements which can aid in learning curve influence enhancement discussed
as below:
 Enhance the manner of outcome controlling of implemented activities utilising for
appropriate figures and risk management.
 They should control the skills to resolve the conflicts and issues which emerge while
performing at the workplace (Conway and Barbier, 2013).
 Enhancing Sun Court Residential Homes Ltd.'s worker standard of living.
 Capital use and effective prices of services.
 Encouragement of employee in respect of personal and professional activities.
Sun Court Residential Homes Ltd. can opt several distinct learning theories and concepts
for the worker evolution with the help of evaluation of performance of their worker with the the
assistance of People R Us for managing the relation among worker as well as enhancing the
productivity of enterprise. By the learning curve assistance, this can be executed in ideal style.
1.3 Contribution of learning styles and theories during designing and planning procedures
Sun Court Residential Homes Ltd. Is an care home support their services to old age home
which is rendering the learning activities to their worker for first time with the guidance of
People R Us. Through using appropriate and effective method and technique, enterprise can
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enhance their style of learning within a short span of time. The VARK style, Kolb's learning
method etc. are concept which play a very crucial role in the effective enterprise outcome (Dao,
Langella and Carbo, 2011). There are huge contribution of such learning style in an organisation
in various activities along with designing and planning procedure. Here are mentioned some of
those: Clarification of Concealed Point: This will aid in seeking and exploring various hidden
aspects which can be used for betterment of worker performance. Motivate Employee: The concept aid in stimulating employee in the proper direction so
they can meet objectives of organisation by themselves. Assist in considering the organisation elements connection: This concept influence the
designing process by seeking and justifying various components of this. Evolve the present and alternative efficiency: Thus, concept of learning style help in
undertaking various planning procedures and substitutes that can assist by enhancing the
plan efficiency.
 Behaviour Pattern and Mentality: This can help in planning and designing procedure
through availing in assessing the idea of mentality and behaviour of workers along with
their perception. The whole process help in programming designs and decision making
according to worker preference.
Hence, these elements which facilitates huge parts in supporting planning procedure with
the assistance of various learning styles. For e.g. These activities aid in large organisational part
such as stimulation of worker, meeting desired objectives, effective decision-making and many
other by which Sun Court Residential Homes Ltd. can meet their determined objectives along
with competitive edge.
4.1 Role of government regards with training, development and lifelong learning
Training is a process of learning, developing and teaching new skills and abilities to
individual, group or mass number of people (Flamholtz, 2012). Sun Court Ltd. is performing
well in the care and health sector which is even funded a huge amount from the local authorities.
Government of United Kingdom is now emphasising on the value of development and training
session which they focus over their barriers and issues which is faced by a worker. The lifelong
learning idea have become the major aim of state to meet wide range of development
opportunities to various backgrounds and communities. People R Us are rendering several
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sessions and programs which is helping the service provider of Sun Court Limited better skills
and knowledge which is also influencing on health of services users. In order to manage the
succession of such programs, government is planning proper programs and session along with
planning activities for rendering assistance for present and future objective purposes in order to
enhance the economical growth as well.
Sun Court Ltd: The company is a developing residential old age home care providers
which support their services to senior people 50-60years old. The company have been provided
funds and sponsor from the local authority approx. 40-50% by which company perform several
activities (Ghai and Vivian, 2014). The organisation is hiring People R Us consultancy company
for training and development evaluation. Now, state is playing a major role in delivering
development and training session helping in some major practices which are discussed under: Marketing Training: Firm can use the whole marketing methods based elements for this
worker to understand what as well as how the tools of marketing should use a specific
product? The programs of training can assist in meeting the requirements and increase the
productivity. Worker service providing skills: This is very essential for a worker to understand the
major skills of working which can help them in meeting the satisfaction of worker. This
can helps in consumer interaction along with rendering employee proper knowledge and
skills linked with entire products and services.
 B2B & B2C: The deals of business to business signifies to B2B whereas dealing services
to Business to clients refer to the B2C. Sun Court Limited can make the use of techniques
of B2B along with the B2C for managing sponsors and investors in their organisation.
Through which one can meet their desired objectives in effective way.
4.2 Development of competency movement which impact on private and public sector
Performance administration session are opted for worker performance measurements and
management of quality at the workplace of Sun Court Ltd. Hence, the competency programs can
aid worker in the evaluation of core competencies of employee along with their skills and
abilities. Here are mentioned some of duties and responsibilities in People R Us organisation
which Sun Court Ltd. need to undertake:
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 Core Competence: It relay on skills, traits, behaviour and attributes of organisation's
worker. Through the assistance of written and verbal skills of communication, process of
evaluation, critical analysis and management can be done. Ability based Evaluation: This is linked with the worker's performance for influencing
positive impact of training and learning programs on company (Guest, 2011).
Competencies of job and core, they always are set on the basis of allotted task and
objectives. Benefits: Performance influence can aid in meeting the objectives and several different
programs which can deliver various benefits employer as well as worker within the
company like Sun Court Ltd. People analyse their comprehensive performance for the
basic, operative and common performance which are used in major elements as
implementation.
 Job Competence: Skills are indispensable for functioning various operations and
activities, within a workplace. A specific job which can helps an individual in working
their work are called as job competence. It can also aid in rendering knowledge that
requires to finish within a specific time span.
4.3 Contemporary training initiatives introduced by UK government
State of UK has undertaken several initiative for the personnel development in the
company like Sun Court Ltd. By going through proper process of HRD, state can help in
maximising the worker performance along with increasing the living standard of employee. Here
are discussed some of those entities written under:
 Health division.
 Commerce department.
 Departments of education and abilities.
 Work and pension Department.
The supported services of government of UK are helping the private and government agencies
such as Sun Court Limited which is availing various benefits mentioned under:
 Effective business operations support which aid in accomplishment of individual needs
and demands.
 Developing skills and knowledge by norms enhancement through session of training and
development.
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 Checking effective practices of work or aims over better living standard of people.
 Invest funds for business operations and activities by the help of certain reputed and
known universities in idea way.
 Supporting with skills and abilities for business operations by industry which are related
with the skills council.
These are some of initiative which are UK governments is organising and delivering to
various organisation including the scenario one for welfare of enterprise along with workers.
This will help the private organisation in meeting more skilled and qualified candidates for the
workplace so as Sun Court Limited through the assistance of People R Us. Also through
coordinating team building activities, one can manage or carry out the proactive active approach
for proper outcome and collaboration of group members in the work.
TASK 2
2.1 Requirement of training needs for staff at different level
Different sort of organisation play distinct roles and duties for which an organisation
make use of different plans and strategies in most efficient way (Hobfoll, 2011). Therefore, this
is required for HR of People R Us to organise the training and development programs for the Sun
Court Ltd. Worker as they haven't been provide training before. This can help in increasing their
standard of living. There are three level of personnel departments which is middle, lower and
top, in which the responsibilities differs according to the alternation in duties and level. There are
two types of training programs which Sun Court Ltd. Can use which is: On-the-job Training: In this, firm organise the session of training and development
within the enterprise which can help worker in improving their basics of skills and
knowledge.
 Off-the-job Training: This is also organised for rendering brainstorming activities in
which the company coordinate the session outside the enterprise to meet needed
development.
Rendering programs of training and development that directly benefits to the nation by
which organisation can met the competitive edge and market share. Hence, there are need of
learning and training programs for rendering new skills and knowledge at different levels
explained under:
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At Company Level: In this, the organisation require to organise the off-the-job programs
of training to their worker from different division for enhancement of their basic skills,
knowledge and abilities. This maximise the worker performance and aid in meeting the desired
objectives within a specific time period (Knowles, Holton III and Swanson, 2014). The off-the-
job sessions of training consist of workshops, case studies, conferences etc. that assist the already
existing worker to face the complicated situation in more solved style.
At Occupational Level: At this, the required training session to develop the capabilities
and skills of worker in order to work on better level at the organisation. Each worker has their
own skills and abilities to perform the determined and allotted task for which a manger organise
training and development programs to render new and linked skills and abilities. For e.g., by
session of training for worker of Sun Court Ltd by People R Us how to make optimisation of
specific technology.
At Individual Level: In order to enhance the skills and responsibilities of worker, training
are provided to individual worker. Worker need to meet the expert skills to perform their
responsibilities. Few worker programs of training and development helps in growth and success
of enterprise in Sun Court Ltd.
2.2 Advantages and disadvantage of various training methods
As Sun Court Ltd adopted several programs of training that cater both negative as well as
positive influence for them in the upcoming time. Hence, before executing programs of training
session, organisation need to evaluate the knowledge of worker that can aid them in
understanding their duties and roles. Here are mentioned some pros and cons of such methods:
Training methods Merits Demerits
Coaching & mentoring This aid worker to seek their
weakness and strengths that can
assist in meeting the performance
of work.
If the mentee does not perform
according to the leader, that can
lead to issues.
Apprenticeship They render worker the chance of
important experiences that can help
in increasing their skills and
capabilities to work a task.
This consist of less learning
period which can create or lead
the worker toward workplace
dissatisfactions.
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Job rotation This assist worker in gaining
experiences and knowledge in
distinct sector.
This cater the anxiety and stress
among worker.
Lectures as well as
seminars
This aid in rendering worker the
chance to meet the require
information and response or give
feedback to the higher authority
which aid in role and duties
performing abilities of worker
(Martin, McNally and Kay, 2013).
Supporting from manager to
specific worker can lead to
demotivation the other worker
which can create negative
impact.
Case study This provides worker the assistance
to consider the concept and helps
in understanding presents and
future issues raised in business
environment.
This is not advantageous for
organisation sometimes to meet
the case study which suit entire
subjects.
2.3 Systematic approach to plan training and development for a training event
This is fundamental for Sun Court Ltd to plan and implement the programs for training such as
the effective way which can asssit the company in meeting the determined objectives and goals.
This is necessary for an employer or manager to conduct and organise he progarms of training
and learning for the skills and knowledge as well as stimulating worker for the development in
order to meet success as well as career goals.
Here is the systematic design which is required for the programs of training mentioned under:
Company Aims: In this phase, the manager determine and recognise the aims and
objectives of organising the session of training according which the implementation of goals and
objectives. The major objectives is to develop the knowledge and skills of worker that allows
them to perform their duties and responsibilities in ideal way.
Determining the requirements of Training: In this approach, it is required for manager
to recognise the demands and need of session of training for facing the conflicts and issues in the
effective manner. This can help an organisation in meeting objectives and goals which worker
can formulate the plan of training according to those knowledge and abilities.
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Strategies training designing: In this phase, manager has the plan of effective strategy
for coordinating and organising training session to different division in the enterprise. The firm
require to apply the method of lecture that they can consider their worker about the employee's
responsibilities and roles by presentation methods.
Training session Execution: this is the final phase in which the enterprise is execution of
session of training through appropriate date and place.
3.1 Prepare evaluation using suitable techniques
Evaluation of training period refer to the analysis of attempted operation and
determination of quality of the organised session. Sun Court Ltd have organised the programs of
for managing the conflicts and issues at workplace as well as gain the funds of government after
the increase of competition in health and social care sector (Pedler ed., 2011). The company
never been organised the human resource development programs for which they are performing
this activity in order to increase the efficiency of worker skills and performance. Through the
help of consultancy enterprise 'People R Us', company is evaluating the session of training in
order to get the desired outcome. Evaluation aid in meeting efficiency of working such as what
are the session outcome, what is review of training and development, how the worker
performance have increase etc.
There are two methods of evaluation which is formative and summative in which
formative analysis avail in considering the process of development whereas summative render
support in long and short terms aims for Sun Court Limited.
Kirkpatrick's Structure: This was formed in 1959 in which Kirkpatrick explained four
level of training which is mentioned as below: Reaction: Training time and trainee measurements is conducted according to feedback. Learning: Learning measurements of learning in distinct manner. Behaviour: after training programs, trainee behaviour evaluation is done. Result: In last, analysis of outcome is conducted for meeting various aspects.
Tools and Techniques:
People R Us suggested Sun Court Ltd some tools of evaluation which is mentioned
under: Survey: By process of undertaking survey as a tools in which the method of questionnaire
is best technique of analysing in training programs.
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 Through process of Interview: By undertaking the interview method about worker
communication skills which can aid in improvements of training session.
 Observation: Through observing the response and nature of employee, the influence and
nature of worker can be evaluated easily.
Thus, evaluation of training programs can be done through the help of feedback
technique which open the two way communication within an organisation (Rosenbusch and et.
al., 2011). One organisation can improve their activities and operation through assistance of
these evaluation tools in more effectively.
3.2 Analyse training event
The major purpose of the evaluation program of conducting the training evaluation is
render the worker proper direction and reduce menace and drawback of organised programs in
Sun Court Limited. It can also help in development and growth of firm which is organised by
People R Us consultancy. Concept of analysis means of changes review used by a company as
well as their worker's performance effectiveness along with influence on the performance of
employee. This can use effective plans and strategies for implementation of process which can
be assumed from analysed outcome. The procedure can avail in meeting the development and
encouragements in the decision-making.
Here are various benefits which an organisation render that is discussed as below:
 Learning and training session review.
 Help in modification of programs.
 Help in issues and problems dealing activities.
 Avoid conflicts and barriers.
 Aid in resolving issues and menace that influence upcoming session of training (Active?
Pragmatic? Reflective? What type of learner are you?, 2017).
Here is mentioned some of the major training evaluation types undertaken by People R
Us for assessing the program of training in Sun Count Limited: Summative: It is complex and process lengthy which assist in implement after the
completion of session of training and development.
 Formative: In this phase, feedback and review of worker is being analysed after the
session of training without taking one and more times. This Opinion review and
observation method is optimised in this process.
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Manager of organisation try to implement various procedure and programs for the
assessment which are helping for the achievement of appropriate information in order to make
effective judgements linked with this.
3.3 Review on success of evaluation method
Training and development program provide benefits to an organisation management for
taking decision related to event by Sun Court Limited. That provide comprising between actual
and standard outcomes of employees performance through this they will analysis problem and
issue of training program. Company supervisor have take feedback form trainer as well as
trainee about all training session (Singh and et. al., 2011). They provide necessary information
regarding training event. Company have evaluating method buy observe current performance, for
this supervisor have closely watch or they use performance report to evaluate success of training
method. Through this employees are enhance their execution of work according to needs and
wants of the organisation. Training are conducted at different level of businesses unit and their
requirement of training are also different, so that Sun Court Limited's management are use
different training method for every level and their evaluating method are also different. Human
resources management are use effective training method for full fill company needs and wants,
objectives and goals of the firm.
CONCLUSION
It can summon from this report that human resource development is a structure for
assisting worker to evolve their organisational and personal skills, abilities and knowledge. It is
indispensable for Sun Court Residential Homes Limited to deliver proper programs of training
and development as the company serve senior citizens which make them more responsible for
their duties. Styles of learning depend on the understanding level and experience but are different
from each other on the grounds of learning and information. Through using appropriate and
effective method and technique, enterprise can enhance their style of learning within a short span
of time. Training is a process of learning, developing and teaching new skills and abilities to
individual, group or mass number of people. State of UK has undertaken several initiative for the
personnel development in the company. Different sort of organisation play distinct roles and
duties for which an organisation make use of different plans and strategies in most efficient way.
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REFERENCES
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. 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.
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.
Online
Active? Pragmatic? Reflective? What type of learner are you?. 2017. [Online]. Available
through:<https://www.marketingcollege.com/insight/active-pragmatic-reflective-what-
type-of-learner-are-you>.
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