Human Resource Management in Sport

This assignment delves into the field of human resource management specifically within the context of sport and recreation. It examines various aspects of managing human capital in this unique industry, drawing upon relevant theories, models, and real-world examples. The assignment encourages critical analysis of contemporary challenges and best practices in HR management for sport organizations.

HUMAN RESOURCE
DEVELOPMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Various learning styles.....................................................................................................1
1.2 Role of learning curve and significance of transferring learning.....................................2
1.3 Contribution of learning styles and theories ....................................................................3
4.1 Role of government in training, development and continuous learning..........................4
4.2 Impact of development competency movement on public...............................................5
4.3 Contribution of competency training initiatives towards HRD........................................6
TASK 2............................................................................................................................................6
2.1 Need of training a different level for staff in Sun court...................................................6
2.2 Pros and cons of training methods used in Sun court Ltd. ..............................................7
2.3 Systematic approach for planning T&D for event of training..........................................8
3.1 Evaluation of training event ............................................................................................9
3.2 Implementation of training event...................................................................................10
3.3 Review of success of methods of evaluation..................................................................11
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................13
Illustration Index
Illustration 1: Learning curve...........................................................................................................3

INTRODUCTION
Human resource development is considered as an important business framework that has
been used by management in order to help employees in development of their personal and
organizational skills, abilities and knowledge at workplace (Human Resource Development,
2017). It is one of most significant opportunity that employees in Sun court residential homes
needs to have when they have been considered as an important part of organization. Ability and
providing encouragement will continue to develop their skills help the Sun court to retain and
motivate their employees at workplace. In present report, As an HR professional in consultancy
firm “people r us', there is need to provide report to Sun court residential homes about various
theories and learning style they need to used to provide training and development. Further, there
is major contribution of learning styles in analysing the ways of individuals to acquire
knowledge skills and abilities. Case scenario of Sun court is also considered analysing role of
government in encouragement of training, development and life long learning of individuals at
workplace. In order to enhance the skills of employee, a training event is also designed and
implemented for Sun court Ltd. At last, an review of success of methods used for evaluation of
training event is also accomplished in this report.
TASK 1
1.1 Various learning styles
As per the analysis, there is an extreme competition due to Sun court limited needs to
grow its business policies and its values. CEO of company has also stated that the continuous
changes in settings have also needed to generate a job path in health care settings (Knowles,
Holton and Swanson, 2014.). Employees in business enterprises are needed to generate their
own job path through the use of their learning curve of training and development. There are
various diverse learning styles are present which is to be followed by Sun court subject to
understand the style that fit for individuals.
Honey and Mumford four learning styles are mentioned above:
 Activists: It reflects those employees in Sun court who always involve themselves in
innovation, changes and experience in order to make rapid change in activities
(Armstrong and Taylor, 2014). Within continuous changing scenarios and need of
experience these individuals always involve themselves in the changing and wider
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responsibilities. Employees in Sun court will be able to accomplish various duties and
activities but they are less efficient specific area of skills and efficient.
 Theorists: These employees are considered as professionals because they always
prioritize their logics and theories before taking an efficient decision at workplace.
Theorists employees in Sun court make analysis and always depend upon their rational
identification on the present situation, then they will come to a conclusion.
 Pragmatists: It implies about those workers in Sun court who are considered as practical
in nature and are able to learn by taking challenges at workplace (Brewster, Mayrhofer
and Morley, 2016).
 Reflector: This style of learning is also important as it provides an understanding to
manage that there are also some employees in the organization who are able to learn by
observing the other employees or supervisors at workplace.
Further, pragmatists style of learning is considered as suitable for Sun court Ltd so that they will
be able to help their employee in getting more confidence in taking challenges and duties at
workplace. Employees in enterprises also maintain their profile of competency in order to
identify the area in which they need to improve themselves.
1.2 Role of learning curve and significance of transferring learning.
Learning curve is analysed as the continuous process of improvement that is achieved
through experience and life long learning. It is essential to follow this curve to bring efficiency
as well as perfection gradually within new responsibilities. Through building experience in
performing a task, learning curve helps the employees to focus on developing skills, adding
values to set the career path (Storey, 2014). It supports the workers of Sun court Ltd to
concentrate on development of new efficiency, skills and adding value to their career path.
According to scenario, Sun court limited have made decision to provide specialism service for
dementia and it also retains its workforce top change from a generalist to specialism care home.
CEO of company has stated that training staff is a also unnecessary cost that needs to be kept but
after attending the conference of CQC it is now reporting on the quality of training and
development program for all employees to achieve its objective. Thus, for this they need to adopt
new learning curve in order to manage the technical skills and competencies of business with
level of standards. Employee in organization are needed to render practical knowledge,
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performance appraisal and coaching to analyse their areas of expertise and developing realistic
career path.
As in above mentioned diagram, it is analysed that when the life long experience is
continued, then learning as well as efficiency will increase while the time is required to
accomplish the responsibilities. Hence, it can be said that experience decreases the time required
to expertise and more productivity.
Further, significance of knowledge transfer in the organization is also discussed below;
 Helps in sharing knowledge and experience about the performance, improvement in areas
and requirements of Sun court Ltd (Baum, 2016).
 Transfer of knowledge through off the job training like workshops, events, seminars and
is also significant for employees of Sun-court Ltd to develop skills, analyse core values
and reflection of performance.
1.3 Contribution of learning styles and theories
From the study, it is analysed that theories of learning provides a conceptual
understanding of framework to achieve the objectives of learning and requirements. In present
context, learning styles which are used in Sun court Ltd depends upon the preference of
employees and requirements of management with employees to adopt new situation (Kawada
and Levine, 2014). Thus, before choosing and creating events of training for workforce HR
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Illustration 1: Learning curve
(Source: Baum, 2016)

department of company needs to analyse and adjust the learning styles and theories as per the
expectation and desire of enterprise. Training event of HR will become successful, if they will
effectively make research on preference of learning and theoretical evidences.
Further, there is major relationship between the style of learning, theories and events in
increasing the competencies of individuals in Sun court. Research also states that multiple style
of learning will suitable for company to design successful learning event (Marchington and et.al.,
2016). Organization needs to improve leadership, decision making, efficiency, increasing
responsibilities and team work of employees in enterprise. They need to define characteristics of
necessities of training and development and learning styles dictates how most effectively
learning can be designed by using the effective and appropriate targeted objective. Event of
training is used for implementation of enhancement of expectation.
Apart from this, there are is major contribution learning theory and event have been
analysed which is used by Sun court by concentrating on the most effective results should be
obtained through creation of successful learning events (Chelladurai and Kerwin, 2017). Every
employee in organization needs to participate in the learning event which is organized for
improvement of their skills and understand of new changes in working methods and
environment. It is significant to understand and correlate the theories which are given by
theorists with leaning requirements of personnel and their patterns to execute an effective
focused and objective oriented facility of training. Thus, it can be said that there major
contribution learning theories and style in enhancing capabilities of individuals at workplace.
4.1 Role of government in training, development and continuous learning
As per case scenario, central government of UK have an important role in
encouragement of training and development of individuals working at different levels in private
business enterprise like Sun court limited. It is also analysed that government organises various
training programs and appoints expert trainers to ensure that employees in healthcare homes
will develop and arrive at a least an effective or minimum performance standards. Sun court
limited is an SME enterprise which has its operations in healthcare sector and provides care
homes for its users in UK so it the accountability of government to be concerned with the fact
that they needs to provide various facilities to the organization and its financial resources os that
they will manage their employees at workplace (Sachs, 2015). Present sitaution stated that
condition of healthcare sector is not very effective as various new and emerging challenge have
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been faced by the individuals and there employees at workplace which is to be achieved by our
own skills and effeciency at workplace. Further, involvement of government in training
programmes will aids the employees to pursuite their training effectively without any biased
ness at workplace (Zook and et.al., 2014). Further, various needs of improvementy have also
been analysed easily by the employees and appropriate methods should be demanded to improve
their skills . Government also restrict the management to apply layoff and retrenchment
strategies so as to reduce problem of unemployment and promote life long learning of
individuals at workplace. European union laws has provided authority to employees and workers
to partcipate in training programs at workplace. Thus, it can be said that there is major role of
government in promotion of training and development along with life long learning of
individauls at workplace.
4.2 Impact of development competency movement on public.
Movement of competencuy has implied the situation in which other business enterprise
are more concrened about gap their expected and actual business performance in market and
identify the competencies of their employees. Further, in present scenario, private business
enterprise like Sun court limited are making more and more investments in this sector in order to
increase their effeciency to gain competitive (Rao, 2014). In order increase the competency of
organisation to sustain industry, management of Sun court is also willing to analyse the
effectiveness of employees performance so that they will be able increase their effeciency in
market as compared to their competitor enterprises. In previous years, Sun court was not making
much investments in providing training of their employees because their CEO have conidered
it an unnecessary expenditure which needs to be limited (Baum, 2016). But after attending the
conference of PwC, it has achieved an understanding that training of employees is required to
improve there business performance and resolution of healthcare challenges. Increasing the
competencies of these healthcare sector organization like Sun court residential homes will
provide support to public through resolution of there problems/. Higher rate of success of never
ending process of learning and movement of competency is the fastest stage of development in
task and productivity has also been influenced all major enterprises to introduce the methods or
pattern at their own workplace.
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4.3 Contribution of competency training initiatives towards HRD.
As per the analysis, there are various contemporary initiatives have been taken by
government of UK in order provide a useful program of training and development to the small
and medium sized enterprise to maintain stability and growth in economy. Further, training is
considered as vocational which aims to provide quick and effective learning in different areas of
business (Nieves and Haller, 2014). UK government have designed various qualitative training
programs for various enterprises in healthcare like Sun court limited by having a complete
understanding of problems and future prospects. Further, these type of contemporary initiatives
of training is considered as effective nnad quicker process of development in the vulnerable
environment of workplace. Further, as the economies affected by the performance of employees
in their all firms, government has been putting further possible efforts in designing and the best
learning options to the firms as per the types of learning options to business enterprises as per
type of learning needs.
Further, there is major role of contemporary initiative at Sun court limited as in training
programmes is very necessary for the further development and achievement of competencies
(Storey, 2014). This contemporary trainin programs will supports the employees quickly adopt
towards the changing environment.
TASK 2
2.1 Need of training a different level for staff in Sun court.
In modern business environment, there is emerging trends in business has created a
requirement more experience and knowledge among employees at different levels in hierarchy.
In present context, Sun court limited has requirement of different learning styles for employees
working at different levels of hierarchy at workplace (Chatterjee and Finger, 2014). They have a
needs to create effective working environment for staffs. Below given are the specific needs of
learning at different levels.
Management level Middle level Operational level
Practical experience or
learning is required at this
level in order to develop skill,
team work and capability to
Training for staff so that they
will perform their job roles and
handle the critical situations at
workplace. Require
Need of performance appraisal
and taking review of their line
manager to identify their
performance at workplace.
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take decisions in critical
situations.
management skill in order to
manage the employees at
operational level (Nieves and
Haller, 2014).
Several workshops and out
door training programs like
activities, seminars and
presentation to achieve skills
and evaluation.
Need of practical training
programs so that they will
enable to handle the patients at
care home. Requirement of
learning to become specialists
It is used to motivate the
managers in Sun court Ltd to
accomplish the work
effectively and reduce cost that
will add values to their
services in care home.
2.2 Pros and cons of training methods used in Sun court Ltd.
In past several years, Sun court has provided limited facilities of training to their
employees in Care home as its CEO believes that training is unnecessary and it should be limited
up to an extent but after analysing the situation in conference by PwC called “Do change in
healthcare delivery impact on future of care homes , CEO has understood that there is
requirement of more experience in staff in order to meet the challenges in future which is
possible by providing learning so that they will use effective training methods. Company will
use the off the job methods of training like seminars, activities, seminars, workshops and health
camps to build efficiency, knowledge and skills (Hechter, 2017). It is also reviewed in case that
Sun court management always make research to apply better and new tools of learning for its
workforce which will more appropriate for their firms and its objectives. Below given are the
advantages and disadvantages of training methods which are discussed above:
Methods of training Pros cons
Role playing It helps the employees to
identify the methods that
enable him to achieve success
in organization.
Employee will feel reluctant
and nervous about various
roles that will results in
degradation of performance.
Discussion Making communication and
getting their support will help
the employees to develop their
An effective and participative
role of manager needs to be
their with employees so that
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skills and potential at
workplace (Tang and et.al.,
2015).
they will create a negative
impression letter.
Performance coaching In this, managers will analyse
the performance of employees
in specific areas and get an
idea about its skills and
requirements.
Assessment needs to be
unbiased otherwise it will
create problems and waste
time of employees in training.
Workshops These are organised to
provide specific learning
materials to employees so that
they will be able to practice
and get idea about their needs
(Lusch and Nambisan, 2015).
More time consuming and
required expert individuals
which are not available in sun
court.
Performance appraisal Helps the organisation in
analysing the performance of
employees and analysing the
specific area in which training
is required.
Some these methods also
demotivate the employees
whose performance is not
effective and provides the
feeling of disgrace
2.3 Systematic approach for planning T&D for event of training.
As an HR professional, there is requirement to execute its problem solving and the
program of training that will actually results in training a part in making decisions at workplace.
Sun court in this event of training will provide realistics and practical problems to its employees
for resolution and provide them suggestion to create an appropriate analysis in order to identify
the possible answers. Furtherm a final assessment will be done by the team of management and
employees in order to analyse the requirements of training methods that needs to be used at
workplace (Sachs, 2015). It is a continuous process and that the workers will also be
welcomed by Sun court Ltd in this process with any new problematic scenario related to
improvement od service in healthcare homes, effeciency in working, retention of employees,
motivation as well as effective management. This event of training will encourage workers to
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participate in decision making and raising their potential to provide more effective analysis and
solutions.
Training process used to develop training event is also mentioned above:
 Group of staff will be invite in this training program and all the members will get
introduced with each other and team management.
 Further, they will effeciently introduce the actual issues which are provided to them and
needs to be resolved.
 After that, a session of Q&A will be organized for the staff and by ensuring that
members in program will clearly understand and analyse the scenario (Freeman, Herriges
and Kling, 2014).
 Proper instructions will be transferred to the individual and they will be further told to
come up with new factors related to solve problems and then a session of identification
as well as debate will be conducted in Sun court.
 Team will be divided under 3 members each and solutions of problem will be identified
in specific time period. Further, this findings will be disseminated between the managers
of Sun court to provide them information about the specific area they needs to improve.
 Further, time will be given by manager to reshape the findings and at last the final
judgement will be analysed by the whole team to reinstigate the overall findings.
 After that discussion manager will analyse that which solution was appropriate and shall
be applied.
3.1 Evaluation of training event
In order to examine and evaluate the outcome, training managers of Sun court need to use
various important methodlogies for making a judgement of valid outcomes effeciency and
effectiveness of the event (Tukker and Tischner, 2017). They will also provide information to
the top management about how much the training program was successful through
determination of various elements as well as factors along with with the cost and benefits to
make a decision whether it needs to be continue or not. In present scenario, Five tired approach
is used which contains five levels and used to compare the actual and expected outcome of
training event achieved by Sun court Ltd. Aim of event is defined in five different stages which
are mentioned above:
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 Need identification: It implies with stage of analysing actual problem which are faced by
organisation. In present scenario, actual problem of Sun court is low experience and
potential skills of employees to face emerging challenges in healthcare environment. Analsyis and accountability: By effecientive and asking question from the participants
managers will moniter performance of employees and also provide guidance to training
about their accountability to make employees effective and experienced. Clarification on event: After this, managers will also ask the training manager and
employees about the requirement of methods needs to improve training sessions in order
to achieve positive outcomes (Krueger and Casey, 2014). Growth: At this stage, management will finds and evaluate the growth of talent and
expertise in member of Sun court after attending the training events. Their performance
in critical healthcare situation will be observed to understand growth in their
performance.
 Impact of event: This approach is experimental that is used by management of Sun court
to analyse the long term impact of training programmes on employees. Resolution of
healthcare issues is an indication of positive impact of training on performance of
employees.
3.2 Implementation of training event.
As per the research of evaluation of training events, effectiveness or failure of learning
event is analysed and appropriate measure needs to be taken. In order to sustain competitive
advantage over rivals, Sun court will have to use various learning events for their staff (Zook,
and et.al., 2014). To evaluate program of training they needs to use the theory of Kirkpatricks
learning and training evaluation theory further, it will use the documents like improvement of
services provided to users in healthcare, effeciency , effective participation of trainees and
growth in sales etc will be applied.
Theory of Kirkpatrick's learning is considered as suitable and serviceable method of
training evaluation that is also pointed by Sun court Ltd. In the phase of reaction, Surveys within
post learning are performed for identification and assessment of employees feelings about the
changes in healthcare services. Second learning part, managers in Suncourt will measure actual
learning of employees after training program Here in this, Sun court will have to make
observation and methods of interview. Further, the third phase of behaviour is used to measure
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capabilities of employees to transfer skills and experience at workplace effeciently and
effectively. Further, in last phase of evaluation, results are being evaluated. Here manager of
Sucn court will observe total effectiveness of events on raising the performance of employees.
3.3 Review of success of methods of evaluation.
Further, there are various methods review of success of evaluation methods have been observed
by Sun court Ltd are mentioned above:
 Satisfaction and reaction of participants: It clearly successful of training evaluation
methods can be judged by the manager of Sun court limited by observation of
employees satisfaction and its reaction at workplace while performing crucial task and
challenges at workplace (Peterman, Behrman and Quisumbing, 2014). Question will be
asked by trainer about how much they have learnt in training sessions. Up to what extent,
their performance have been increased. Thus, it provide understanding that methods used
was effective.
 Knowldge acquisitions: Further, second level of analysis is knowledge acquisition in
which the manager of organization will analyse the learning events that needs to be
considered by them at workplace (Hechter, 2017). Managers in this task will observe the
knowledge which is achieved by employees and understand the outcomes of training
session by which suitability of evluation methods will judged. If the employees are easily
able to solve critical healthcare problems through their knowledge then it reflects the
suitability of methods.
 Behavioural application: In this phase, applicability of what the employees have learnt in
the traning programmes will be observed (Rao, 2014). Managers of Sun court will
provide chance to apply their experience and provide ways to manage the critical
problems and management of healthcare challenges. If employee will achieve success,
then methods will be considered as appropriate and shall be continued further.
CONCLUSION
In above report, it is concluded that human resource development is an important
business framework that has been used by management in order to help employees in
development of their personal and organizational skills, abilities and knowledge at workplace.
Case scenario of Sun court is also considered analysing role of government in encouragement of
11

training, development and life long learning of individuals at workplace. Further,there is
requirement to execute its problem solving and the program of training that will actually results
in training a part in making decisions at workplace. There is major relationship between the style
of learning, theories and events in increasing the competencies of individuals in Sun court.
Research also states that multiple style of learning will suitable for company to design successful
learning event. Organization needs to improve leadership, decision making, efficiency,
increasing responsibilities and team work of employees in enterprise.To evaluate program of
training they needs to use the theory of Kirkpatricks learning and training evaluation theory
further, it will use the documents like improvement of services provided to users in healthcare,
effeciency , effective participation of trainees and growth in sales etc will be applied by
organisation.
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REFERENCES
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practice. Kogan Page Publishers.
Baum, T. ed., 2016. Human resource issues in international tourism. Elsevier.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Chatterjee, P. and Finger, M., 2014. The earth brokers: power, politics and world development.
Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Freeman III, A.M., Herriges, J.A. and Kling, C.L., 2014. The measurement of environmental and
resource values: theory and methods. Routledge.
Hechter, M., 2017. Internal colonialism: the Celtic fringe in British national development.
Routledge.
Kawada, H. and Levine, S.B., 2014. Human resources in Japanese industrial development.
Princeton University Press.
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.
Krueger, R.A. and Casey, M.A., 2014. Focus groups: A practical guide for applied research.
Sage publications.
Lusch, R.F. and Nambisan, S., 2015. Service innovation: A service-dominant logic perspective.
Mis Quarterly. 39(1).
Marchington, M., Wilkinson, A., Donnelly, R. and Kynighou, A., 2016. Human resource
management at work. Kogan Page Publishers.
Nieves, J. and Haller, S., 2014. Building dynamic capabilities through knowledge resources.
Tourism Management. 40. pp.224-232.
Peterman, A., Behrman, J.A. and Quisumbing, A.R., 2014. A review of empirical evidence on
gender differences in nonland agricultural inputs, technology, and services in developing
countries. In Gender in Agriculture (pp. 145-186). Springer Netherlands.
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Rao, T.V., 2014. HRD audit: Evaluating the human resource function for business improvement.
SAGE Publications India.
Sachs, W., 2015. Planet dialectics: Explorations in environment and development. Zed Books
Ltd..
Storey, J., 2014. New Perspectives on Human Resource Management (Routledge Revivals).
Routledge.
Tang, W.W. and et.al., 2015. A unique gene regulatory network resets the human germline
epigenome for development. Cell. 161(6). pp.1453-1467.
Tukker, A. and Tischner, U. eds., 2017. New business for old Europe: product-service
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Online
Human Resource Development, 2017. [Online]. Available
through:<http://www.whatishumanresource.com/human-resource-development.>
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