Financial Impact of Human Resource Initiatives

This compilation of scholarly works and online resources covers various aspects of human resource management, including financial impact, strategic HRM, performance management, employee engagement, sustainable development, entrepreneurship, global talent management, and HR development. The texts explore topics such as the relationship between HR initiatives and financial outcomes, the role of HR in organizational performance, the importance of workforce differentiation, and the influence of HR practices on employee attitudes and behaviors. The online resources provide additional insights into HRD and its application in various contexts.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Different type of learning style.........................................................................................3
1.2 Role of learning carve and importance to transferring learning at the workplace...........4
1.3 Analysing learning style and its planing and decision in event........................................5
4.1 Role of government in training and development in life long learning...........................6
4.2 Developing the competency moment 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 the Sun Court Ltd...........................................10
2.3 Systematic Approach for planing the training and development for training programme12
3.1 Evaluating the training event by suitable techniques.....................................................13
3.2 Evaluating the training event..........................................................................................14
3.3 Reviewing the success of evaluation.............................................................................15
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................17

INTRODUCTION
Human resource development is a very essential aspect of overall organisational
development. It helps in enhancing people effectiveness and efficiency via training and learning
events (Gordon, H.R., 2014. Company and government collaborate to provide best skill
development programs for employees of industry as to enhance KSA(knowledge, skills and
abilities) according to their KRA(key responsibility area). It is very important for all economical
activities taking place in country to have developed workforce. There are many programs run by
government which are established as to enhance quality of workforce and provide aid to Small-
medium enterprises to development infrastructure so that they can run learning events in
organisation. Recently government has been on reducing expenditure which has impacted
business. Sun Count Residential Homes is one of companies which has suffered due to budgets
cut. 55% of locals are funded by government which has been reduced by 20% (Werner, J.M. and
DeSimone, R.L., 2011). The CEO of company is worried as funds are limited and now he is re-
looking to provide workforce training to increase their efficiency. Proper training and
development events with aim of providing best learning opportunity have to be developed at
minimum cost to stabilise after shocks of reduction.
TASK 1
1.1 Different type of learning style
The companies operating in present business environment has to provide employees with
learning opportunities so that their career growth can be boosted. Basically, concept of learning
is related with knowledge, behaviour, values, preferences and skills. It is defined by a new
concept, modification in working due to integrating new criteria in an individual behaviour
which boost his performance.
Different researchers have stated about theories which can be used for learning. They
have stated about various styles which can be used for ensuring better adaptability. Different
researchers like David Kolb have described 4 different types of learning, while Peter honey and
Alan Mumford have stated about different style (Albrech, 2011). The two theories is described
below:
 Kolb's Learning Style: David Kolb has stated about different styles which describes about
four stage learning cycle. They are as follows:

◦ Divergence: These type of people are one who are patient with situations and do not
react to issues, but rather they wait and react appropriately. They have exemplary
artistic skills and brainstorm every situation patiently before taking any action
(Armstrong and Taylor, 2014). But, only drawback with these people is that they are
not goof in physical jobs. Manager has to keep his style people centric in this case.
◦ Assimilation: People in this type are focused on conceptual and logical thinking.
They concentrate on concept as to improve quality and result. They are really good in
scientific research and inventions.
◦ Convergence: This is a style where a which is focused on practical work instead of
other two styles. People are considered to be great at problem solving.
◦ Accommodation: This is a very interesting style of learning as it states about instincts
and inner feelings instead of practical reasoning.
 Honey Mumford Style: They stated about four different patterns which are used by
people to learn. This is a different from Kolb, as they did not described any learning
cycle. They are as follows:
◦ Activist: These are people who are into experiencing new things and leaning new
facts. They are not afraid of results that will be obtained.
◦ Reflectors: People following this l;earning style are highly cautious in their approach
and they prefer to collect data as well as evaluate factors to identify root cause.
◦ Theorist: They are one who experiments and develop new theories and criteria from
observation they made (Bakker and Leiter, 2010). For them, logical derivation is best
way to sort issues.
◦ Pragmatist: They are one who follow different theories which are never used in real
time. They take new challenges as to find path that will lead to success.
In real world everyone follows their own way of learning. They develop their own pattern
which assist them in growing to higher level.
1.2 Role of learning carve and importance to transferring learning at workplace
Learning curve is used by company to track record of workers improvement after training
session or in a set period of time. The managers focus on very gaps that exist between employee
learning level and required standard. This allows them in solving problem in a more effective
way. There is no impact of learning if it is not used by worker in their real time scenario

(Bamberger, Biron and Meshoulam, 2014). To attain a better performance level, a learner has to
implement everything that he has learned at his workplace or in training session. It is also known
as a progressive curve.
Role of learning Curve:
 Increasing the efficiency of employee: It assist company in ensuring that their employees
have a higher level of efficiency against their targets.
 Decreasing cost output: With increase in performance of workers, cost of company
reduces which assist it in gaining better position in financial and resource terms.
 Production planning: The organisation is able to plan out for production of various
services and functions. Learning curve allows managers in identifying level of abilities
possessed by employee and also situation they can easily handle.
 Cost forecasting: With planning for production, forecast for potential cost that will be
incurred is also made. This allows managers in organising resources that will be required
in future.
Importance of transferring learning to workplace:
 Higher utilisation of fund: It brings in more efficiency while conducting different task
within organisation (Boxall and Purcell, 2011). Basically, managers are able to use funds
in optimum manner.
 Enhanced problem solving: The person who availed learning from an event or some
incident is able to develop better problem solving skills.
 Adding more value: Continuous learning allows an employee in completing every task
with better efficiency and effectiveness which improves quality and adds more value to
services.
1.3 Analysing learning style and its planing and decision in event
Learning theories and concepts are based on different conceptual structure which assist in
improving workers skills and abilities. The application of these theories within an organisation is
as per requirement that exist. They also assist in improving learning capabilities of an employee.
The managers have to analyse different learning style and ensure that he uses best one which
suits workers requirement (Bratton and Gold, 2012). Once a method is selected managers have to
ensurde that they implement it and collaborate with individual for better learning. The prime
thing which is needed is a proper analysis and implementation in Sun court.

The Kolb learning style will assist managers in identifying what is requirement of person
and to which group he belongs to. It will also assist in determining ways which can be used for
teaching new skills and abilities to targeted person. There are 4 different varieties which are
found and have to be understood by manager. They will be used to make sure that a person is
able to complete learning cycle (Cascio and Boudreau, 2010). Also, separate groups can be made
and required methods can be implemented for making sure better learning. Then there is Honey
Mumford style which also states about 4 different types of individuals which managers can use
to understand people requirement.
The basic benefit of these learning style is very vital for formulating any event that will
be used to impart new things to individuals. Different theories can be used in situation for getting
higher results. It is duty of manager to ensure that while designing any learning event they
involve employees so that they are more interested and into whole process. This will allow
managers in deciding best way which he can use to impart learning to individuals.
Learning theories and designing will assist managers in ensuring that employees are able
to learn at their best. The theoretical part will aid workers in understanding different aspects in
effective way.
4.1 Role of government in training and development in life long learning
Government is a entity which has responsibility to formulate and prepare different type of
human resource training and development plans. It knows that it is very important for a country
to have a future ready workforce (Daley, 2012). The quality and productivity of workforce
depends on their skills and abilities. Also, government and its agencies are trying to boost
concept of lifelong learning so that individuals focus on their own own development. It is a
concept which encourages people to take part in various events as to gain more knowledge and
enhance their professional standards. The role of government and its agencies in development of
human resource is stated as below:
 Generating public norms: A government has responsibility of developing a public norm
or mood before implementing any policy (Flamholtz, 2012). There are different types of
tools and techniques which can be used by government to ensure that public is well
informed regarding plans and polices which will help them in gaining better opportunity
in process.

 Formulating a consistent HR policy: The government has to ensure that a consistent HR
plan for nation so that it can standardised and a future ready workforce can be developed.
 Allocating funds: There are different ways which are used by government to train
existing human resource force in country. Usually, they allocate funds to different
organisation which overlook at existing workforce and their skills. Mostly this money is
spent on public owned companies which get their funding from government only.
 Promoting HRD study: There are different programs which are being initiated by
government as to promote human resource development study in nation.
 Creating favourable work environment: There are different types of programs which are
ran by government to ensure that workers grievances are solved and their working is
standardised.
The government provides various types of training to the people who are engaged in care
homes and other nursing area's. They provide people with different type of SLC which is a term
used in short of student loan programs (Gordon, 2014). It also provides funding for HEFCE
which is a short term used for Higher education funding council for England. These type of
support is used by nursing homes to boost quality of individuals.
4.2 Developing competency moment in public and private section
Competency refers to skills, abilities and knowledge of a person against his key
responsibilities area. Basically, it states about level of performance that is given by workers in
their field. The training is given to employees as to boost their performance and ensure that their
KSA improves. The managers working in company need to keep on analysing various task so
that their competency can be improved. This basically provides basis for employee to improve
their capabilities. A gap analysis will allow managers in improving KSA of individuals as per
their KRA (Gruman and Saks, 2011). There are different impact of competency momemnt on
public and private sector:
 Enhances motivation of employee: When there are different funds provided to
organisation, they are able to formulate new and different plan to train individual which
motivates them.
 Improves co-ordination: Competency moment assist business organisations in aligning
employee capabilities and organisation requirement. This assisted them in boosting co-
ordination.

 Reduce negativity: Competency mapping assisted employees in getting jobs which suited
their capabilities. This reduced negativity and allowed them in enhancing their mind.
 Punctuality: Public companies are known for their late and allow decision making
process. Competency monument made them more quick and faster.
Impact on private sector company:
 Interest building: It assisted private organisation in building a workforce that is interested
in doing different task.
 Improve productivity: Their productivity or overall output improved.
 Moral improvements: The moral of people was also boosted due to they were more
capable and had no issue while performing their task.
 Reduce wastage: With competency mapping the employees were doing job as per their
specialisation which reduced consumption of resources.
Basically, the competency moment took place in late 1980's which boosted workforce job
mapping. It made environment more favourable for both public and private sector companies.
4.3 Contribution of the UK government in Sun Court Ltd training and development program
United Kingdom is known for its focus on development of manpower existing in the
country (Guest, 2011). The government of country tries its best to ensure that each task is
completed without any issue. There are different initiatives that are taken by authorities for
making environment more competitive and favourable. These programmes aided Sun Court in
training its own workforce and ensure that they had all qualities as well as skills. There are
different departments functioning under government that aims to develop human resource:
 Work and pension department
 Education and skill development department
 Health department
 Trade and industry department
These agencies are responsible for implementing the plans that are developed by
government as to ensure that they can improve quality of workforce within nation. The
companies focus on standardising various process and standards so that a future ready force can
be developed (Hall, Daneke and Lenox, 2010). These programs aid companies like Sun Court in
developing capabilities in their manpower which allow them in serving society in a proper
manner. They are contributing in different ways which are stated below:

These organisation keep on analysing the market trends and according provide guidance
to companies and counsel managers as to manage various activities in their business. They assist
them in developing business plans and make a more effective workforce. It ensures that every
initiative is focused on developing manpower and no resource is wasted. Basically, these
agencies try to make a consistent policy for whole industry so that no one is discriminated.
United Kingdom government ensures that these departments are properly functioning or
not. It keeps on preparing new plans and polices as to make a future ready workforce . There are
different techniques which are used by Sun Court such as on the job training and off the job
method which assist in improving all managerial level skills.
TASK 2
2.1 Need of training and different level in Sun Court Ltd
Sun court has various level of management which it has to manage and ensure that all
needs are being fulfilled (Harzing and Pinnington, 2010). Its employees need training to manage
as well as tackle situations which keep on changing. Every single task allotted to people has to be
done as per requirements for which people need compatible competencies. This is why it is
important for Sun court to provide training to its employees. The managers in organisation need
to conduct GAP analysis which will exactly state about variances that exist in system. This will
allow them in finding out issue due to which these problems are occurring. The managers will
prepare a schedule which will cater to needs of three levels of management in an appropriate
manner:
 Upper senior level: This is level where individual needs training at a strategic level.
Basically, top managers need to widen their perspective so that they can grab available
opportunities effectively. It is important for organisation growth and expansion.
 Middle management: They are one who are engaged in implementation and analysis
process (Huselid and Becker, 2011). They keep analysing different policies and strategies
that will aid in enhancing organisation profitability and productivity. They need to know
every method which they can use to convince subordinates and guide them on a better
path. The training is necessary step as it will enhance their skills to manage work.
 Lower level: They are line managers who have responsibility of supervising each and
every task. He need to have knowledge regarding machinery as well as management of

different activities. He is one who is responsible for managing task in a effective manner.
He has to be given training for boosting his morale and ability to doe work.
Different training that will be imparted to these levels of managers or employees:
 On the job training: This is a type of training that is given to people who are working at a
lower level of management. This allows employees in learning new things while they are
completing their task. They are taught about new concepts and tested after the sessions
are completed.
◦ Job instruction training: This is a type of training where worker will be instructed
about how he can do his task in an appropriate manner (Jiang and et. al., 2012). This
will allow manager in ensuring that he learns the way machinery or task has to be
done.
 Off the job training: This is a type of event which is conducted separately from job. This
training is given to top-middle managers as they need more analytical and strategic
learning. Basically they need development of their present mental capabilities.
◦ MDP and EDP: Management development program and Executive development
program are two type of off job training method which are used by company as to
ensure that middle and top level managers are trained and ready to face future events.
Sun court has three departments where it has to focus as to ensure that its functioning is
maintained (Werner and DeSimone, 2011). The prime point of focus is on finance, HR and
marketing department. The managers try to maintain an efficient level of margin of profit.
2.2 Pros and cons of training method use in Sun Court Ltd
There are different types of training methods that are adopted by companies in enhancing
quality of work that is given to employees. It is very vital for organisation to ensure that suitable
training methods are used and they are focused for enhancing knowledge, skills and abilities of
individuals according to their key responsibility area. This will help employee as well as
employer in benefiting as company will have better productivity levels and employees career
prospectus will improve (Kehoe and Wright, 2013). Sun Court provides new employees
induction training which a type of on job while old employees are given opportunity to attend
any type as per their need and requirement.
There are different benefits for Sun court which are taken from stated methods:
Advantages:

 Sun court involves employees in planning out their training event which assist in keeping
process simple. The workers are able to understand differences between various programs
easily.
 The choice of training method improves efficiency of organisation.
 They also focus on using immediate methods which allows it in tackling difficult
situation in effective way.
 It allows us in improving relationship between employee and management.
Justification:
The very reason behind using above mentioned methods is that, these techniques will not
hamper company ability or increase cost while it will prepare employees to face future in a
effective way. The top management and middle manager have to check how various events take
place and how strategy is implemented (Knowles, Holton and Swanson, 2014). There are
different advantages which are stated above and Sun court have to use each method to maximise
resource output. Also, they need to focus on increasing employee relations which will allow
them in improving productivity of company.
Disadvantages:
 These methods are highly time consuming
 Training requires investment of additional resources.
 For off the job training, the company has to pay all fees that asked by organiser.
 There are time when these methods fail to offer required productivity.
 It leads to increase in expenditure as various experts are hired to prepare process.
Justification:
There are certain issues that are there in these methods and they need to be identified by
the managers so that some steps can be taken to reduce impact. It is responsibility of managers to
decide about requirements and events. Various issues have to be sorted and fixed as to make
process more competitive.
Sun Court used various types of methods for ensuring that no issue is left that can hamper
employee ability (McMichael, 2011). While organisation is preparing plans for event, People 'R'
Us has to analyse all factors that has impact on working of Sun court. The immediate issue is
stated to be spending cut from government for small companies providing services in care
homes.

2.3 Systematic Approach for planing the training and development for training programme
It is important for business house to make sure that all training programs are prepared as
per requirement. This will allow them in conducting event in more effective manner. For this,
HR function in company will need to analyse, evaluate and design priorities which are associated
with training. All essential aspect that might have impact on organisation ability will be covered.
Such as, mission, vision, goals and objectives. The prime aim behind conducting training event is
to ensure that employees develop higher capabilities which will enable them in completing task
in more efficient manner (Meredith Belbin, 2011). There is need of designing a formal system
which will support in developing appropriate training event. They are given below:
Analyses This is very first stage where manager develops a training schedule. The HR
manager have to identify all factors before he prepares any plan or policy
related to training event. It will ensure that each task is done as per
requirements.
Design This is the second step where HR manager will determine how things need
to be scheduled and arrange them as per their priority. It is the responsibility
of HR department to make sure that they involve all the parties in the
development of training event and ensure that all required information is
communicated.
Development The resources which will be used by HR need to be arranged so that every
issues is sorted out in a proper manner. GAP analysis will allow company in
identifying issues that are existing and can hamper organisation ability to
perform.
Implementation This is a critical phase which requires strategic and critical approach. For
this, HR department has to appoint an individual who has experience in
implementing program as per requirements. This will allow company in
attaining a better level of productivity as people will learn quickly.
Evaluation This is a last stage where HR manager has to evaluate various activities.
Such as training and development, improvement sessions.

3.1 Evaluating the training event by suitable techniques
It is necessary to evaluate the training methods that are being used to train employees.
This assist the company in measuring effectiveness and efficiency of training methods. It is very
important for the top managers to ensure that the training that is being given to employees is as
per requirements and is not a resource consuming activity. There is lot of time as well as cost
that is incurred in these types of activities. They have to be analysed in a proper manner and a
constant monitoring system needs to be established so that variances can be removed. Regular
monitoring and evaluation will assist organisation in reducing the variances and solve issues that
are identified. There are different types of methods which are used by manager in Sun Court as
to measure the results of training (Moser, 2012). The model consist of 3 stages that allows
managers in analysing and evaluating whether training is right or not:
 Program clarification: The aim of training has to be stated briefly in the session so that
nobody has any doubts.
 Need assessment: All the needs need to be identified, according to them the programs
will be developed and implemented.
 Accountability and monitoring: There is requirement of monitoring as to analyse the
performance of employees. This will make them more responsible for their performance.
There are different tools which are used as to determine the level of impact training
session had on employees working. The very first method is their performance report and the
second and more effective method is Questionnaire:
Questionnaire
Q.1. The training event was as per your requirement?
Yes
No
Q.2. Do you think it was impactful?
Yes
No
Somewhat
Q.3. How would you scale the training event?
It was great
Kind of useful

Did not fulfil its purpose
Q.4. Do you think your KSA improved after attending training?
Absolutely
To an extent
Not satisfied
Not really
Q.5. The technique used in event was effective?
Yes
No
This questionnaire will allow manager in getting feedback from employees regarding
their experience in the whole training sessions.
3.2 Evaluating the training event
There are many employees that will be trained via using programs as per their managerial
levels. Such as in Sun court there were more than 60 employees who gave feedback regarding
the training program. The outcome of survey stated that the employees were satisfied with the
given training and the methods which were used (Noe, 2010). There are certain criteria which
was followed to gather and analyse the feedback:
 Participant feedback: The survey was conducted and information was collected from
different individual who participated in the event. In sun court, the participants described
that the training which was received was enough for them but there was certain criticism
which assisted in overcoming issues.
 Information attainment: The collected data will be used to analyse and find out the
outcome as per the requirement. The manager will collect al the information and analyse
it to understand the impact of training on employees and what they feel.
 Behaviour claim: There are set level of changes that take place within people after they
undergo training. They are more motivated and determined to complete task which they
were not able to do before.
 Comparison between benchmark: There are different standards which are set by
managers at the beginning of task as to ensure that employees have something to
motivate (Reio Jr, 2010). They also allow manager to measure performance of workers.

The SWOT analysis will also be prepared by managers as to ensure that they are able to
identify various strengths and weakness that exist in the current training method:
Strengths
 Aided in gaining more skills Improved productivity levels.
Weakness
 Communication issue between
departments.
 High consumption of resources
Opportunities
 Better future opportunities. More training to enhance capabilities
and productivity.
Threats
 Dynamic changes in environment
 Resource scarcity.
3.3 Reviewing the success of evaluation
The People R US company uses various types of training method to train its employees.
The HR of organisation need to keep on evaluating various methods. The success of all these
method depends on the way they were imparted to employees. The feedback has been taken from
workers which will be analysed and a proper report will be made (Sparrow, Brewster and Chung,
2016). All the results will display how effective the Methodist employed by company was. As
described in SWOT analysis there are various issues that has to be addressed by management or
they will have higher level of impact on the future activities. They need to use all the strengths in
a dynamic manner as to overcome threats and weakness and exploit all the opportunities.
The method used by company to enhance performance of employees will need to be
evaluated. There is a certain level of impact upon organisation. It is important for business
ensure that all units are working as per requirement or not. The methods used by Sun court will
provide it a platform that it can use for solving out issues (Scullion and Collings, 2011). The
training is also based on the facts and figure from real-time business environment that will widen
the perspective of employees.
CONCLUSION
Human resource development process has to be adopted by companies in order to provide
all workforce an opportunity to increase their skills. It has to be done under proper supervision so
set targets are achieved. The companies have to look for different type of events and have to
choose best leaning course as to maximise impact of training. Today at time when government is

focusing on reducing expenditure, companies can develop their own human resource function
which keep workforce employed in best form. Company need to understand role of government
and have to make sure that it makes employees to have self learning motivation in them. Self
learning motivation helps HR, as employee himself identifies best event for himself. Better
learning events will aid whole company process in achieving efficiency levels.

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