Role of Learning Carve in Developing Competence Movement

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK 1............................................................................................................................................4
1.1 Different type of learning style.............................................................................................4
1.2 Role of learning carve and importance to transferring learning at workplace......................5
1.3 Analysing learning style and its planing and decision in event............................................6
4.1 Role of government in training and development in life long learning................................6
4.2 Developing competency movement in public and private section.......................................7
4.3 Contribution of the UK government in Sun Court Ltd training and development program.8
TASK 2............................................................................................................................................9
2.1 Need of training and different level in Sun Court Ltd..........................................................9
2.2 Pros and cons of training method use in Sun Court Ltd.....................................................10
2.3 Systematic Approach for planing the training and development for training programme. 11
3.1 Evaluating the training event by suitable techniques..........................................................12
3.2 Evaluating the training event..............................................................................................13
3.3 Reviewing the success of evaluation..................................................................................14
CONCLUSION..............................................................................................................................14
REFERENCES..............................................................................................................................15

INTRODUCTION
Human Resource Development refers to a broad concept which plays an important role in
every organisation. It is concerned with providing training and learning to the employees in order
to develop their skills and abilities that are beneficial in their future career growth. It assists in
the overall development of human resource in an organisation and provides them lifelong
learning (Albrech, 2011). In the present assignment, given company is Sun Court Ltd. which
deals in property management. The report covers different learning styles and its significance in
knowledge transfer. Contribution of learning theories and styles in planning as well as
developing learning event are also defined here. Along with this, training needs for employees at
different levels along with merit and demerits of various training methods are identified. Use of
systematic approach in planning a training event and government role in lifelong learning as well
as in training and development is described. Apart from this, impact of competency movement
on private and public sectors with assessing contribution of contemporary training initiatives in
human resource development are also studied.
TASK 1
P1.1 Comparison of different learning styles
Different learning styles are used by the business organisations. It plays a significant role
in improving the performance of manpower of firm. These are defined as the techniques that a
person can learn at their workplace. Every individual has his/her own abilities and skills of
performing any task as well as all employees are different from each other. In order to improve
the skills and knowledge of employees, training and development programme is conducted by an
organisation. Learning styles assist in making training sessions easy and understandable for the
workforce. Some styles of learning are defined as below:
Visual learning: This style of learning is common for the individuals. Some learners can
easily learn and gain knowledge about anything by only seeing something. This learning style
assists in improving critical thinking skills, high order thinking and reading comprehension of an
individual (Armstrong and Taylor, 2014). Complete knowledge and information is provided by
using pictures, graphs, charts, images, maps, etc.
Auditory learning: Learners gain knowledge by listening only in this kind of learning
style. Hearing and speaking is the primary way on which learner depends in order to gain some
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new knowledge. Different methods of learning are involved in auditory style of learning such as
musical notes, debates, voice recordings, discussions, lectures, etc. In this style of learning,
sometimes, learner may not be able to retain proper information (Bakker and Leiter, 2010).
Tactile learning: In this style of learning, learners can learn through body movement,
touch, physical activities, etc. It is also known as kinaesthetic learning and is more preferred to
administer learning to the human resource. Physical activities are performed by the learners that
make it easy for them to understand working in a better way. Role playing, field trips and
simulation are the techniques which are involved in this type of learning.
P1.2 Role of learning curve and significance of transferring learning at workplace
Learning is a continuous process and every individual wants to learn something new and
develop his/her skills. Learning curve is defined as the graphical representation that is used by
the employees in order to determine level of skills and knowledge that are gained by them. It
administers information about the performance of workforce. In Sun Court Ltd., learning curve is
used by the manager in order to evaluate employee's performance. It shows interlink among cost
and output based on time. This scale assists in improving the future performance of employees.
The performance of an individual is assessed on the basis of number of attempts taken by an
employee to complete a task. Learning curve assists in achieving objectives of the firm and
improving performance of organisation as well as its manpower. As the employees gain
experience, their learning will increase day by day.
Significance of transferring learning:
Training and learning programmes are conducted by every organisation for its
employees. They use money, energy and time in order to train an individual to have some
advantages in highly competitive market. So, it is expected from the learners to transfer their
knowledge and learning to workplace. Some importance are as follows:
Optimum utilization of fund: Some amount of money is required to conduct a training
session. In order to provide development to employees, firms have spent their funds. So, it is
necessary to transfer learning which is gained by training in order to ensure that the fund spent
by company is properly utilized (Bamberger, Biron and Meshoulam, 2014).
Add value: Main objective of conducting a training programme is value addition to the
firm. So, it is essential to transfer learning to workplace. If it is not transferred, no value can be
added in company.
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