Human Resource Management: Past Papers and Solved Assignments

This assignment covers various aspects of human resource management, including employee engagement, talent management, and strategic HRM. It reviews past research studies and theoretical frameworks in the field, providing a comprehensive overview of key concepts and practices. The assignment is suitable for students in business or management programs looking to understand the role of HR in organizations.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
1.1 Comparison of different learning styles................................................................................1
1.2 Role of learning curve and importance of transferring in learning at workplace.................2
1.3 Contribution of various learning styles and theories while planning and designing............4
4.1 Role of government in training and development in lifelong learning.................................4
4.2 Development of competency and its impact on public and private section..........................5
4.3 Contribution of the UK government in Sun Court Ltd training and development program.5
TASK 2............................................................................................................................................6
2.1 Comparison of training needs for staff at various levels in a company................................6
2.2 Advantages and disadvantage of training methods...............................................................7
2.3 Utilization of systematic approach to plan training and development..................................8
3.1 Preparation of evaluation......................................................................................................8
3.2 Evaluation of training events................................................................................................9
3.3 Reviewing of methods using successful evaluation............................................................10
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Human resource development is one of the essential departments of a company. Mainly,
they provide training to their employees for enhancing their existing knowledge. They train them
to perform their work in an effective manner. They implement new tools and techniques for the
betterment of workers. “People R Us” is a UK based consultancy firm which gives advice and
solutions to small and medium enterprises and Sun Court limited is one of them. Basically, they
provide accommodation to old age people with secluded gardens in it (Knowles, Holton III and
Swanson, 2014). This report includes various learning styles and its curve which helps a
company to gain advantages. Merits and demerits of learning and its comparison has been
mentioned in this assignment. It includes systematic approach that was adopted by various
companies. Hence, the researcher will get to know about all different styles and its benefits in an
organisation.
TASK 1
1.1 Comparison of different learning styles
There are various learning styles which many companies are adopting for their better
future. In this present scenario as the technology are advancing organisation are implementing
various tools and techniques so as to increase their employee’s knowledge. Learning styles are
helpful in developing an individual’s behaviour and skills. Some of the learning styles are
mentioned as below:
Kolb's learning styles: This includes four basic stages of learning cycle. It depends on
how a person acquires any information. In this, an individual learns from observing things and
they want to live with these persons who are very creative and innovative in nature. People with
this style of learning participate in seminars and group discussions so as to increase their
knowledge (Armstrong and Taylor, 2014). Four styles are given as below:
 Accommodation: Basically this depends on intuition rather than logic. They use
experimental approach by taking help of researches which have been done earlier.
This gives them an overview for performing the task and accept new challenges.
 Divergent: Under this an individual tend to look things in a different ways. They
consider solutions with various viewpoints this helps them to generate new ideas from
which they can gain information.
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 Assimilation: In this a person is uses his/her logical views to resolve any problem.
They perform their task which are practical in nature. This kind of style is more
effective in the fields of science and information.
 Convergent: They are the person who are better in solving their problems using
practical ideas and theories. An individual is attracted by technical task which
requires specialist with technological abilities.
Fleming's VAK model: This type of learning style has been adopted by many
organisation so as to develop the skills of their employees. Through this model the learner can
pick up which model they want to follow, that will increase their knowledge. Further more it is
classified into four categories which are given below:
 Visual: This kind of learners grasp knowledge from looking at any picture, diagrams,
charts, videos etc., They can easily learn from viewing things rather than materials
which are in written form (Pieper, Mkandawire and Van der Hoeven, 2016).
 Auditory: People who comes under this category acquire information by listening
things. Mostly they record audio of seminars, workshops from which they get
knowledge. In short they have good remembering skills which are told to them.
 Writing: People learn from writing which are basically texts. They prefer to make
questions and find out solutions based on that. Prepare their own handout to learn
their materials.
 Kineaesthetic: They learn by touching things and performing the task by themselves.
They have a strong sensory nerves. Blind people can be the best example in this as
they are very good with their sensory activities.
Therefore, company are using such style of learning to train their employees so that an
individual can give their best in the task whatever they are performing.
1.2 Role of learning curve and importance of transferring in learning at workplace
Learning curve can be said as a graphical representation which gives an idea of their
growth in an organization. It is categorised into two; first one was given by Herman Ebbinghaus
in the field of psychology learning in the year around 1885 and second one was given by
Theodore Paul Wright in 1936 in production cost in the aircraft industry (Brewster, Mayrhofer
and Morley eds., 2016). Employees learn from their past experience or the work they have
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performed earlier this provide them an overview of what to do and things they have to avoid.
Some of the learning curves which are adopted by Sun Court are as follows:
Standard Curve: It can also be named as calibration curve which shows a graphical
representation that is used in the form of quantitative research techniques. Sun Court Limited use
this curve to determine the value of unknown samples which cannot be measured easily
(Standard Curve, 2018.).
Steep Curve: Under this an individual tend to learn a lot of things which he/she has not
explored yet. This is used to enhance the future of a person. As per the requirement of the job it
can be changed in frequent basis if an individual is not getting any suitable outcomes.
Source: Learning Curve, 2017
Importance of knowledge transfer
Transferring knowledge helps and individual to enhance his existing information.
Through this new employees can interact with their supervisors so that gap between them is
eliminated. They share views and ideas which can assist their managers to make proper decisions
regarding policies and fresh schemes (Albrecht and et. al., 2015). Along with this they should
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Illustration 1: Learning Curve

implement fresh tools and techniques that will encourage them to convert their negativity into
positive outcomes.
Therefore, learning curve is an important to make future perception based on past
experiences. They provids them with materials which are helpful to their employees.
1.3 Contribution of various learning styles and theories while planning and designing
Learning styles are essential for a person to acquire knowledge in a better way so that
he/she never forget and apply it in future work also. Sun Court limited is a company which
provides home to old age people. They have mentioned many plans and strategies for the benefit
of their customers. The CEO of Sun Count Company has attended a conference which was
conducted by PwC named as “Do change in healthcare delivery impact on future of care homes”.
CEO will make changes according to the present scenario as competition is relatively high in this
sector. Through this old aged people will get maximum benefits with dementia, mental health,
and many more diseases. Company is providing a special service to the persons who are
suffering from dementia, they are taking special care of them. Sun Count limited is attending
many workshops and seminars from where they can learn about the challenges which a patient
face while suffering from any disease (Jackson, Schuler and Jiang, 2014).
4.1 Role of government in training and development in lifelong learning
Government plays a prominent role in providing training to any company. This assist
organisation to improve their business in a better way. Government of UK has made one
department named Care Quality Commission which inspect care homes and provide their
employees with quality training and development programmes. Several elements are mentioned
below which are adopted by governmental bodies:
Creating public norms: This helps them to connect with people as they make laws and
regulations for the betterment of citizen in a particular nation. Through this it is assisting them to
make improvements in their training programmes if required.
Providing Funds: Sun Count Limited have a good relation with all governmental bodies
with whom they are generating funds for their company and utilising them in making homes for
old aged people. Thus, provide with capital to various organisation so as to improve their
employees skills and knowledge (Kramar, 2014).
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Generate HR Policies for companies: To run a business in an effective manner it is
essential that worker follows certain rules. These norms and policies are made by regulatory
bodies which aid a company to work effectively.
Working in favourable conditions: Working conditions matters a lot for any worker. So,
it is prime duty of managers that they provide with good environment where they can do their
work in a proper manner.
Thus, governmental bodies plays an effective role in organising a training programme in
a nation. With out there permission organisation cannot do any kind of work (Saks and Gruman,
2014).
4.2 Development of competency and its impact on public and private section
Competency can be said as a work or skills which is necessary for an individual to work
in a firm. These are some specific skills which is acquired by a person so as to work effectively.
Some of them are given below:
Novice: A person who doesn't have any skills comes under this category.
Experienced Beginner: In this type of factor, all the cognition are being attached with
occupation.
Practitioner: Individuals who are being classified do have the knowledge regrading the
work. In addition, they attain their tasks and objectives within allocated period of time.
Knowledgeable Practitioner: Essential information is being collected which are directly
connected to the objectives.
4.3 Contribution of the UK government in Sun Court Ltd training and development program
United Kingdom regulatory bodies mainly target to improve capabilities of workforce of
their nation. They want that all staff members posses skills through which they accomplish
activities within specified deadlines. Government organises various actions through which they
make market conditions competitive. These plans helped administration of Sun Court to conduct
training sessions and seminars through which they provide adequate skills and knowledge. As a
result, employees will perform tasks properly and complete activities within specified time frame
(Al Ariss, Cascio and Paauwe, 2014). These are various activities designed by government to
enhance abilities of employer:
 Trade department
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 Health department
 Skill development department
 Pension department
Government had given duty to various agencies to conduct events through which they
enhance capabilities of manpower. This programmes influence organisation to organise activities
through which they enhance skills of all staff members so that in forthcoming time, they have
potential workforce.
As in case of Sun Court, management established plans through which they offer quality
products and services and which are according to customers requirement. By regularly
conducting market survey, to find trends and acknowledge products offered by rival firms. By
formulating strategies through which they utilise resources efficiently. Thereby, superior are able
to direct employees and manufacturing items accordingly; through which they are able to attract
customers. Sun Court take help from People ‘R’ Us agency so that they are able to conduct on
and off job training to make workforce skilled. Firm frame programmes and plans through which
they provide abilities to all staff members according to duties assigned to them. As a result,
company is able to enhance productivity and profitability as they have potential manpower who
complete tasks within deadlines (Keep, 2014).
TASK 2
2.1 Comparison of training needs for staff at various levels in a company
Every individual is different form other at every level. It is necessary for an organisation
to identify and implement appropriate training in both management and operational level. For
example: Training requirements for fresh candidate will be different from the person who is
having an experience of around 4 years. Here, some of the training methods which are acquired
by the company:
Organisational Level: Performance of a candidate is very important because this can
have a great impact on company's working whether in a positive or negative way. Thus, it is
required to make some changes according to the current market situations. It is the main duty of
Managers to identify and provide their employees with best suitable training programmes
through which they can learn new things (Lin and Wu, 2014).
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Occupational Level: To enhance workers at occupational level organisation should
implement different methods or styles which is very easy to adopt by their employees. This
gradually increases the capacity of doing any work. It restrict an individual to work freely
because it is specific in nature. Thus, it majorly focusses on provide training according to the
field in which he/she is working. Hence, employees should be given training regarding computer
knowledge.
Individual Level: Individual matters a lot when it comes to gaining information.
Learning style depends upon the capacity of acquiring the given knowledge. Therefore,
management should conduct seminars and workshops from where they can increase their
knowledge because these are the places where they can interact with other superiors. This will
enhance their capability of decision making (Clark and et. al., 2016).
Sun Count Limited is conducting and attending seminars from where they are learning
about how to take proper care and what are the needs and requirements of old aged people.
2.2 Advantages and disadvantage of training methods
It is very essential to identify the merits or demerits of any training methods before
implementing these programmes are introduced by an organisation. This involves
communication skills, recruitment and selection process, computer knowledge etc. some of the
pros and cons are given below:
Training Methods Advantages Disadvantages
Seminars Seminars can be said as an
event where lot of professional
and knowledgable are present.
Fresh employees can talk to
them and take suggestions
about their work. Interacting
with them will provide them a
chance to enhance their
information.
Major disadvantages of this
programme is that it is very
expensive in context with
other training activities. It is
time consuming and
employees may avoid to attend
that.
E – Learning Learning with the help of new
technologies comes under this.
Although all the information
can be gained through internet
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Many organisation is adopting
these tools to enhance the
skills of workers. It involves
social media sites, internet,
which are used by employees
for gaining knowledge.
but it depends from which sites
they are acquiring because in
some cases the sites may be
not available to them. This can
be considered as the biggest
drawback of E – learning.
Coaching In this process they get trained
from a particular coach who is
appointed by the individual
himself.
In some cases coach may be
biased towards a single person
which may have a great impact
on whole team.
2.3 Utilization of systematic approach to plan training and development
Superior require to organise appropriate sessions and seminars, through which they
provide adequate capabilities to employees. As staff members posses skills and knowledge
through which they are able to complete tasks within specified time frame. These are various
stages of methodical tactics for training and development are sated below:
Organisation's aim: This specifies goals and objectives framed by executives which all
staff members are required to accomplish. By specifying targets to individual; manager is able to
direct them and make them function effectively (Noe and et. al., 2014).
Setting up training need: Superior need to have complete information about performance
and abilities of their workforce. By evaluating that whether activities are taking place according
to standards or not. So then management is able to conduct sessions through which they provide
adequate skills to subordinates.
Design training strategy: Management required to frame plans and programmes, through
which they provide adequate capabilities to employees according to their duties.
Implementing the training program: This is last step in which superior conduct sessions
through which they provide appropriate skills to employees. Thereby, attaining best outcomes
and providing quality services to people. Hence, Sun Court offers products according to
customers requirement (Nyberg and et. al., 2014).
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3.1 Preparation of evaluation
In is the prime duty of a leader and managers to identify and introduce suitable training
programmes which will determine whether these events are worthy or not. With the help of
appropriate tools they can evaluate the performance of their workers. Superiors of Sun Count
Limited has implemented certain strategies for the benefit of their company. They will have a
proper check for about 20 days and based on that organisation will decide whether firm wants to
keep that individual or not. Other than this they can examine the knowledge and gather
information or feedback from person who are attending the seminars. Sun count is using certain
tools through which they can gather all the information which are given below:
 Questionnaires
 Interviews
 Individual meeting
Further more with these points it will be more clear and they are as follows:
Whether this is teaching staff or not?
This helps an organisation to identify if employees are gaining knowledge from events
conducted by the company. Thus, it is essential to create a suitable plan and execute that in
effective way. Organisation can use various methods or tools so as to make them understand
about the knowledge which is given by them (Ployhart and et. al., 2014).
Relevant material should be provided as per the training needs?
Sun Count is giving their employees with suitable materials which they can use in future
task. Thus, they should use techniques which will enhance their business.
Ample time is provided to their workers
To learn a particular thing it requires a limited time so, company should ensure that they
employees are given enough time period to learn their work. Hence, HR manager of Sun Court
limited has provided with specific time to workers so that they can acquire things.
Therefore, based on this managers and leaders of Sun Count limited can take decisions
independently, can make groups accordingly.
3.2 Evaluation of training events
Sun Count limited is knows it drawbacks and are working to eliminate all the flaws
which give them a chance to provide better options and schemes to their customers. They mainly
focuses on giving best services to their clients. For this they are conducting several training
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events for their employees from which they can gain knowledge (Knowles, Holton III and
Swanson, 2014). Thus, HR manager select eligible candidates who are best for the job; assist
them increasing their revenues and profits. Some of t he factors are given below:
Formative: Sun Court Limited is using this medium because it is less time consuming
and gets result in minimum period of time. The best example can be of teachers who is
conducting a examination without knowing if students have understood all the topics or not.
Summative: This process is applied after the completion of whole process. It goes in a
systematic manner. It can be said as a process which is more time consuming example can be
examination on a regular basis which provides maximum time to the students to prepare. For
their particular subject (Armstrong and Taylor, 2014).
3.3 Reviewing of methods using successful evaluation
This assist organisation to evaluate what all methods they can apply for different training.
This involves questions which is required to be very specific and easy, vague questions should be
avoided. Time and space is also an important component, questionnaires should not be so long
that it takes ample amount of time. Observation: it is another element in which organisation
observe the behaviour of their employees and evaluate their capacity of acquiring things. This
also assist them to have a look on whether the candidate is interested in doing that worm or not.
Other than this feedback is an important factor because from this they get to know if these
training programmes are benefiting them or not in a particular way. Analysing the given
information is the last stage this allow them to make a proper plan about training related
programmes for their employees.
These training activities will help the company to identify the abilities of new employees
and enhance their performance. Thus, this is the most effective way to take their organisation in
forward direction (Pieper, Mkandawire and Van der Hoeven, 2016).
CONCLUSION
From the above report, it can be comprehended that human resource manager require to
provide adequate skills and knowledge to employees; in accordance to their job. This will help
staff members to perform activities effectively and attain targets within specified time frame.
Superior need to adopt learning theories and approaches; enhance capabilities of workers through
which they are able to move up in career. As government want that companies should take care
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that they keep expenses down. So, management conduct appropriate training sessions through
which subordinates remain dedicated towards their work. This benefit organisation to improve its
productivity and profitability as they provide quality offerings to customers. This also help to
position themselves superior than rival firms by making staff members efficient.
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REFERENCES
Books & Journals
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.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Pieper, H., Mkandawire, T. and Van der Hoeven, R., 2016. Africa’s recovery in the 1990s: From
stagnation and adjustment to human development. Springer.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Jackson, S. E., Schuler, R. S. and Jiang, K., 2014. An aspirational framework for strategic
human resource management. The Academy of Management Annals. 8(1). pp.1-56.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Saks, A. M. and Gruman, J. A., 2014. What do we really know about employee engagement?.
Human Resource Development Quarterly. 25(2). pp.155-182.
Al Ariss, A., Cascio, W. F. and Paauwe, J., 2014. Talent management: Current theories and
future research directions. Journal of World Business. 49(2). pp.173-179.
Keep, E., 2014. Corporate training strategies: the vital component?. New Perspectives. pp.109-
125.
Lin, Y. and Wu, L. Y., 2014. Exploring the role of dynamic capabilities in firm performance
under the resource-based view framework. Journal of business research. 67(3). pp.407-
413.
Clark, W. C. and et. al., 2016. Boundary work for sustainable development: Natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Noe, R. A. and et. al., 2014. Employee Development: Issues in Construct Definition and
Investigation ofAntecedents. Improving Training Effectiveness in WorkOrganizations,
ed. JK Ford, SWJ Kozlowski, K. Kraiger, E. Salas, and MS Teachout (Mahwah, NJ:
Lawrence Erlbaum, 1997). pp.153-189.
Nyberg, A. J. and et. al., 2014. Resource-based perspectives on unit-level human capital: A
review and integration. Journal of Management. 40(1). pp.316-346.
Ployhart, R. E. and et. al., 2014. Human capital is dead; long live human capital resources!.
Journal of management. 40(2). pp.371-398.
Heckman, J. J. and Mosso, S., 2014. The economics of human development and social mobility.
Annu. Rev. Econ. 6(1). pp.689-733.
Online
Standard Curve. 2018. [Online]. Available through:
<https://www.sciencedirect.com/topics/agricultural-and-biological-sciences/standard-
curve>.
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