Human Resource Management and Development Analysis

This assignment requires the student to analyze various articles and books related to human resource management and development. The student is expected to provide a detailed summary of each article or book, including its main points and key findings. Additionally, the student needs to identify relevant keywords and phrases from the articles and books, and categorize them into different themes such as HR accounting, HRM and performance, green revolution, sustainability, and adult learner. The assignment also asks the student to provide a suitable title for each article or book, generate a meta title with the prefix [DOCUMENT], and prepare a meta description for SEO purposes. A summary of the assignment is provided in a paragraph, including specific details about the required tasks.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparison between several learning styles .......................................................................1
1.2 Role of learning curve and importance of transferring knowledge at an organisation level 3
1.3 How learning style and theories can provide help in planing and designing learning
events ..........................................................................................................................................4
TASK4.............................................................................................................................................5
4.1 Government role in training & development and lifelong learning......................................5
4.2 Development of competency movement create impact on private and public sector ..........6
4.3 UK government have introduce contemporary training initiatives.......................................7
TASK 2............................................................................................................................................7
2.1 Training needed for staff at different level...........................................................................7
2.2 Advantages and disadvantages of methods of training in Sun Court Ltd.............................8
2.3 Approach of systematic for planning training and development for an event of training....9
TASK 3..........................................................................................................................................10
3.1 Make evaluation program by using suitable techniques.....................................................10
3.2 Execute evaluation of training program .............................................................................11
3.3 Review evaluation methods ..............................................................................................12
CONCLUSION..............................................................................................................................13
REFRENCES.................................................................................................................................14

INTRODUCTION
Human resources development have done their work related to employees learning and
development. In any company human resources department have do development work on
employees skills and knowledge. For this they have conduct training program. Development are
done on continuous basis so that training event are conducting time to time when requirement are
arise. That is the HR responsibilities to hire appropriate candidates and give proper induction
program to create awareness about company policies & culture (Yang, 2012). They develop
employees career for give satisfaction and motivation, with this they have achieve company
goals and objectives. Sun court limited is provide residential place services to society in a
convenient way at UK. Mainly old age person are living here and company provide day to day
services those needed by old people at that place. Sun court company have provide protection to
these old age people like finance, security etc. In this report include different learning style and
curve. This report throw light on government contribution on training and development events.
That also assist about employees problem when this training and development program have
been apply on work place.
TASK 1
1.1 Comparison between several learning styles
Learning is a process of developing skills and knowledge of the people. Through this
company have develop employees knowledge and professional skills for completing assign
targeted work on a effective way those are contribute in achieving firms goals and objectives.
Every person are different in each other so their learning style are also different. Learning style
mean a way an individual absorbs knowledge and skills. This absorbing method or way are
differs person to person (Werner and DeSimone, 2011).
David Kolbs theory: Kolbs say that learning are come form experience. He is make four
stage cycle of learning that is include experience, perception, cognition and behaviour. The main
characteristics of this theory are:
 Learning is a process done on regular basis.
 In a atomistic process.
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 Individual person are learn form their surrounding environment so that they have increase
their knowledge.
(Sources: Kolbs Learning style, 2015 )
Peter Honey and Alan Mumford model: This model was introduced in 1986. This
model have develop with the help of Kolbs theory. In this model they have implemented new
learning style. That provide development in person skills and knowledge through grape latest
information. This model consist four step those are as follows:
 Activist: Person have learn thing by doing their work and their experience form
situations. These kind of person have love to work in team so they can receive help to
solve critical problem (Singh and et. al., 2011).
 Reflectors: These kind of people have learn through observation and thinking. They have
analysis situation try to find out alternative solution and choose one best of them. These
people are take time to make decision or suggestion.
 Theorist: These people are use theories and models in making decisions. The apply this
in situations and find out the appropriate solution. They have set up a structured plan for
implementation for work.
 Pragmatists: Innovative and risk taking people are use this style. They have try out new
ideas those are not evaluated on execute time they give result in future. The look out the
new ideas of working process (Rosenbusch and et. al., 2011).
Neil Flemings VAK/VARK model: this this model Neil find out that sensory organs are
play very important role in learning. That is the medium through individual person can gain
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Illustration 1: Learning style

knowledge. Many HR manager have use this learning style because this is a very easy to
understand. In this some step are as follows:
 Visual learning: Employees or people are gain knowledge form seeing things or
situations. That is very good in directions.
 Auditory: People are learn things from listening some audio. HR manage have prefer
lecture audio and talk about.
 Kinaesthetics: In this person have learn new thing by their experience. They do
experiments in situations to find out solution.
1.2 Role of learning curve and importance of transferring knowledge at an organisation level
Learning curve is a graphical content of performance of individual employees learning.
Company have conducting training and development program through this employees have learn
new things. After this learning process worker have implemented this knowledge into work and
perform better then before. This performance have been measure by HR manager because they
want to know learning style those adopt by them are successful for not. For this manager have
make graphical representation of after learning performance. That is called learning curve
(Pedler and et. al., 2011).
(Sources: Learning curve, 2017 )
In the given figure performance have mean measure with time. If employee performance
are continuous increase then learning curve have showing growth with time.
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Illustration 2: Learning curve

Importance of knowledge transfer: Knowledge is very important for growth and for
new employees that provide knowledge about company cultural, rule & regulation, and firm
policies. HR manager have appreciating this process because that improve employees skills and
information about their work field (Payne and Isaacs, 2017). In an organisation management
have make structure program or systematic order for implementation of transferring process form
trainer to learner. Training and development event are mostly use by company to transfer
knowledge.
Role of learning curve: In the Sun court limited company HR manager have make
learning curve to know about employees performance. Through learning curve trainer have learn
about success of their training events. In this curve after training performance have been
graphically represent and trainer have compare actual performance and desire performance.
Through this method they have analysis gap between before and after training performance.
Evaluator have know the position of employees in process of learning at work place. The
knowledge transfer process are not enough to develop employees skills. learning process are
monitor by HR department at every point because that provide information about lack off
involvement of employees as well as trainer. The accumulation of these points are make whole
learning curve.
1.3 How learning style and theories can provide help in planing and designing learning events
Planing are very important tool for the company to implementation for training and
development program. Effective planing are provide growth in future. Its important to make
suitable design of learning events. Learning style give necessary information regarding
employees personalities. HR manager have make learning plan and design whole event activities.
For this they have analysis learning style because that in provide information related to
employee's attitude and personality toward transferring knowledge. Through learning style
manger have learn about which learning style are use in training and development program, each
one employees are different so their learning style are also different (McGuire, 2014). Learning
style give information to HR manager those provide help to make plan of training event are:
manager analysis employees need and wants and accordingly take training material, learning
style give support to select training materiel because that provide information related to which
kind of material are use in which learning style employee's; manager use combination of learning
style in their plan because every employee are different, learning style give best suitable
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combination according to maximum employee's needs and wants; firstly manager choose
learning style according to employee's and then they have make learning events; learning
theorise provide to assist learning style help to manager in preparing plan.
TASK4
4.1 Government role in training & development and lifelong learning
Government have provide help to an organisation for training and development program.
Society have selecting government so that government have make rule and policies for providing
benefits to whole society. Government have make rule of no discrimination in employees
according to their colours, genders, religion, cast etc. Government have watch private as well as
governing organisation for they have provide equal opportunities to their employee's with in an
organisation through increase employee's knowledge and professional skills, for this firms have
conducting training program time to time at work place. If company can not do that then
government have take decision related to employee's growth and career. They have established
positive environment for all people to motivating their personalities and behaviour. Governance
has make rule on training and development program, in this they have give proper systematic
structure of training and make correct strategies of enhancement (Martin, McNally and Kay,
2013). They have own private and public sector companies for regulation their operational
effectively. Government have introduce laws and policies related to improvement in peoples
work and productivity in their job. Sun court limited has also implemented government laws and
policies in their organisation environment some are as follows:
 Company have conducting training program on continuous basis because that provide
improvement in employee's performance and productivity in work. Through this
businesses have receive rapid growth across globe.
 Sun court limited employee's personalities have improve by join this training sessions.
 Training provide motivation to employee's for effectively done their work as per their
capabilities those provide growth to the firms and achieve company goals and objectives.
 Accordingly to recent trends Sun court limited has use digital techniques for delivering
their training lecture. Online training program are very convenient for company so that
they can easily implemented whole training program with a effective manner.
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Government have introduce some training and development norms those are as follows:
Requirement of capital for allocation of resources: Company have required capital for
operating businesses activities in a effectively manner.
Generate Public norms: Government have make general rule for all citizen of the
country. In this rule general norms are mansion 'equal treatment of all people with in a county'.
So that authorities have take proper decision on this rule and implemented it very smooth
through out the nation (Knowles, Holton III and Swanson, 2014).
Introducing HRD in their study: Government make rule of spread HRD practise In
whole country.
Formulation of HR policies: Government have make rule for companies that they have
make proper HR policies with in an organisation. That is the responsibilities of the companies to
cooperate with other organisation in the world.
4.2 Development of competency movement create impact on private and public sector
Company has want to receive competitive advantages at market place form other
competitors in a competency movement. Its affected companies at international level and UK is
one off them. Form making employee's training and development program they have consider
these factors. HR manger have make recruitment and selection process for hiring potential
candidates. For this they have analysis professional skills and experience of the applicants and
according to job design selecting appropriate candidates. Large organisation have affected by
these change done with an environment and out side the organisation environment so that they
have attain advantages of competition in the world. Poor work performance, low quality of
product and services, insufficient production capabilities are increase by fall in employee's
performance or productivity in result company has conducting training and development
program for improving or enhance workers presentation (Hobfoll, 2011). Sun court have invest
large amount in training and development session for their workers at every level in an
organisation through this they have perform better and achieve firm goals and objectives. They
have receive diversified responsibilities about several fields which provide result in future.
Company have find out the training needs and after then they have implemented that into
organisation environment. With this program change are occur with in firm and management
want to plan change directions and give training about managing change to employee's.
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4.3 UK government have introduce contemporary training initiatives
Sun court limited have provide necessary services to their old age clients who are living
in sun court residency. They provide securities & safety to these old age people and defend them
form their families. UK government also take many step for old age people to solve their
problem and live happy life. Improvement in human resource development program and their
services make thing easily. Association those work in this field are as follows:
Health department: Company make laws and policies related to health issues which are
face by organisation workers. For this firm have do employee's insurance.
Institution of work and pension: This department have work for society welfare and
provide pension to old age people after leaving job.
Education and skills: Company focus on education system at work place.
Trad industries department : this department have established in the year 1970. In UK
department of economy provide motivation to this industries for future growth (Guest, 2011).
TASK 2
2.1 Training needed for staff at different level
Various levels are their in a Sun Court Ltd and having a various responsibility and
functions. Employees need training at each stage for updating them with a structure of latest
working. It is important that company should give them proper training to their workers at each
level so they can increases their work performance in a very effective and efficient manner.
Majorly Sun Court Ltd levels having various needs of training are given below: Level of organisation: At a level of organisation, needs of training relate of providing
training to workers which affect the outcomes of training for achieving goals of an
company. Needs of training at a level of company in which manner workers work in Sun
Court Ltd towards their goals of a organisation. Human resource department identified
their training needs. Human resource department gives a session of training while
recruitment and selection because it affect whole company. Level of occupational: In this level, workers needs to give training for enhancing their
skills, improvement and field related knowledge. Needs of training to workers at a level
of occupational are restricted of their structure of working as per their functions which
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they are going to perform (Ghai and Vivian, 2014). According to department of human
resource consider, it finds that they have to provide training of a skills of computer which
help in understand and improving their about a tools of computer which they are using in
day to day basis.
 Individual level: At a level of individual, training needs of personal of worker is
identified. Workers who want to develop skills will help them in work enhancing is a
need of training at a level of individual.
2.2 Advantages and disadvantages of methods of training in Sun Court Ltd
Training of communication skills and computer which has been deliver by action of
learning and e-learning. Their are various methods of giving training with associated advantages
and disadvantages of Sun Court Ltd are given in table below:
Training methods Advantages Disadvantages
Seminars
It involves topic discussion
and sitting of a knowledgeable
peoples. It shares updated
knowledge to all members
sitting in seminar.
Its nature is costly and people
in seminar it is possible that
they share some false
information about topic.
E-Learning
This method gives training to
workers at place where they
are working. Its arrangements
cost is saved for organising a
programme of training at
others place (Flamholtz,
2012).
Training gives at a place where
they work it will not easy to
see that workers are attentive
in listening training or not.
Best way of giving training to
workers are sessions. In this
lecturers are included those
Sessions nature are costly.
Managing of a workers work
as per their training timings of
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Session who are having a best
knowledge about their subject
matter and they are having a
face to face interaction
between trainees and trainer.
a sessions.
Coaching
It is a method of training is
coaching where they improve
and develop their skills of a
workers.
Coaching are bias for such
workers as they get distract
from their actual outcomes of a
training.
Role play and Simulation
In this method they gives a
practical approach to trainees.
As they give a artificial real
situation to trainees.
Role play and simulation
nature is so expensive (Dao,
Langella and Carbo, 2011).
Mentoring
Mentoring is a interaction of
one on one. In this mentor
develop employees working
attitude.
Workers not listen to their
mentors arise bias for
employees.
2.3 Approach of systematic for planning training and development for an event of training
Approach of systematic have to adopt in a planned order of an event of training in Sun
Court Ltd. Considering some factors with their event plan decisions. For planning an event they
have to follow steps which are discussed below of Sun Court Ltd: Identification of needs of training: First step of planning a event plan is is there is need
of training for employees. Human resource department has discussed about methods of
training at various level of Sun Court Ltd. Set objectives: Training objectives should specified and discussed in this step. Objectives
of recruitment and selection for upgrading the department of human resource with
practices so other organisations are successfully using companies recruitment. As giving
training of skills of computer its objective is to increases speed of work of a department
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of human resource while working with tools of computer so they can gives us report fast
(Conway and Barbier, 2013). Plan and implement training: it is most important step which require planning of event
and implementing of an training event. Such decision related to numbers of persons,
duration, time venue etc. all these are considered in this step.
 Training evaluate: Training evaluation is a last step of training event which help in
training effectiveness of an event. Needs of such tools which help in measuring the
people performance, evaluation of performance is a best methods for evaluating a
effectiveness of training programme. It can evaluate by having feedbacks and observing
from the trainees and trainers as well.
TASK 3
3.1 Make evaluation program by using suitable techniques
Evaluation of training and development program is very important for company through
this they have analysis success of training program and efficiency of trainer. Many tools and
techniques are available to evaluating training program, firm have select appropriate training
program accordingly to their needs and wants. Effective training program are give productivity
to firm in their work to achieve goals and objectives. The evaluation program has include factor
are method use in evaluation program, approaches to now program needs and documents for
evaluating outcomes of training events (Brewster and Hegewisch, 2017).
Approaches: five tier approach are use Sun court limited for evaluating training
programmes. That is very effective approach in this HR manger are find out the requirement of
training program they conclude that training events required or not n their an organisation. This
approach have identify needs of the training program at different level of an organisation.
 Need assessment: In this stage HR manger has determine that training event are needed
or not if yes then they have analysis other things. New employee's are required induction
program for knowing organisation culture and policies.
 Monitoring and accountability: During training program manager have monitor
trainees and make accounts of each trainee to know their participation in the whole
training program.
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 Program Clarification: HR manger give information to trainees about training program.
 Progress: They have watch whole training program on time to time to know about
progress of event by evaluating learning progress in trainee at the time of training .
 Impact: Impact of training and development program are receive in long period of time
in future. So that evaluation are mode form future outcome (Beardwell and et. al., 2013).
Method of evaluation:
 Observation:HR manager of Sun court limited has evaluating training program by
observing employees performance after training. They have compare employee's actual
performance with desire performance and find out the gap between them. They has
evaluating performance by analysis performance report of each employee's.
 Feedback: Sun court company have receive feedback by both trainee as well as trainer to
know about each others. Employee's provide information related to effective delivery of
training program and form trainer they have receive information related to participation
of the employees and their learning capabilities.
 Comparison: Sun court limited has compare performance of the employees to evaluating
training program. HR manager has find out the gap between Performance before training
and after training program. That gap are show the training outcomes (Barney, Ketchen Jr
and Wright, 2011).
3.2 Execute evaluation of training program
Evaluation of training program: Company have evaluating training program for analysis
the outcome of this events that has been conducted because to achieve company goals and
objectives. The main four level of evaluation of training program are reaction, learning,
behaviour and result.
Reaction: Company have observe employees reaction on training program through their
satisfaction level. Sun court limited has hire new employee's and provide training related to
organisation culture and working environment.
Learning: Training program have give knowledge and increase employee's skills. So that
this event have progress in workers learnings. Through learning curves HR manager has
determine employees learning, successful training program give progressive learning curve.
Feedback has receive by both trainee as well as trainer to determine success of training program.
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Behaviour: Through training and development program employee's have enhance their
positive behaviour toward work, skills and knowledge are make easily of process of work. New
recruitment has receive information related to an organisation and on time of job their behaviour
in work are to perform according to rule and polices of the firm (Conway and Barbier,2015).
Result: Result are the final step of whole training program, that is determine outcome of
employees and trainer effort. Result include practical information of employees performance.
That is observe new employee's are do their work exactly according to rule and regulation of the
firm.
FEEDBACK STATEMENT FREQUENT RATING
Need of training program 8
Language 6
Duration of training 7
Trainer 9
Content of training event 8
Overall rating 7.6
3.3 Review evaluation methods
Review of evaluation method: Company have review their evaluation program by using
different kinds of tools and techniques. Sun court limited has use five tier evaluation method for
review evaluation program of training and development. Company have analysis employees
needs and wants and conducting training program accordingly. Management have find out the
area of improvement in each one of employee's so that they have improve their skills and
knowledge through training event. Before evaluating program supervisor have communicate this
review information among employee's so that employee's are participate in this program they
give opinion and feedback about training events. They also receive feedback by trainer about
employee's participation in the program. HR manager have disclose their review result in front of
all employee's and trainer so that they have know the benefits of this system (Dao, Langella and
Carbo, 2011). Some important benefits form training and development program are as follows:
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 Through this evaluating program HR manager know about employee's perception,
feelings, thinking and attitude toward training event.
 Sun court limited has use several tools and techniques for evaluating employee's
performance after training events.
 Firm have conducting training and development program form improve employee's
performance , skills, knowledge, behaviour, decision making capabilities, situations
handling and execution of change at work place.
 Sun court limited have receive lot of necessary information form this evaluation program
those provide direction of future activities.
 So that evaluation program are provide benefits to Sun court limited. HR manager have
receive many information about employee's learning style and behaviour toward
transferring knowledge (Guest, 2011).
CONCLUSION
As per the above report concluding it summarized that various individual as per their way
and learning adopt various styles of learnings. Event of training base on style of learning of
workers and causes behind organising a event of training. Planned process is organising a needs
in a way of an effective outcomes. Different methods of training used by a company for
employees training. Training needs depend upon, analyse of needs before organising a
programme of training. Making a programme of training effectively can evaluated by different
methods like observation. Performance check, feedbacks etc. government of UK play a very
important role while having initiatives for development and training. It supports to many
companies to conduct programme of training for training of employee and motivating them.
REFRENCES
Books and Journals
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Barney, J. B., Ketchen Jr, D. J. and Wright, M., 2011. The future of resource-based theory:
revitalization or decline?. Journal of management. 37(5). pp. 1299-1315.
Beardwell, J. eds., and et. al., 2013. Human resource development: Theory and practice.
Palgrave Macmillan.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Conway, G. R. and Barbier, E. B., 2013. After the green revolution: sustainable agriculture for
development. Routledge.
Dao, V., Langella, I. and Carbo, J., 2011. From green to sustainability: Information Technology
and an integrated sustainability framework. The Journal of Strategic Information
Systems. 20(1). pp. 63-79.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Ghai, D. and Vivian, J. M., 2014. Grassroots environmental action: people's participation in
sustainable development. Routledge.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp. 3-13.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp. 116-122.
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Martin, B. C., McNally, J. J. and Kay, M. J., 2013. Examining the formation of human capital in
entrepreneurship: A meta-analysis of entrepreneurship education outcomes. Journal of
Business Venturing. 28(2). pp. 211-224.
McGuire, D., 2014. Human resource development. Sage.
Payne, V. G. and Isaacs, L. D., 2017. Human motor development: A lifespan approach.
Routledge.
Pedler, M. ed., 2011. Action learning in practice. Gower Publishing, Ltd..
Rosenbusch, N., and et. al., 2011. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp. 341-358.
Singh, G., and et. al., 2011. Inclusion and diversity in work groups: A review and model for
future research. Journal of Management. 37(4). pp. 1262-1289.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Yang, Y. C., 2012. High-involvement human resource practices, affective commitment, and
organizational citizenship behaviours. The Service Industries Journal. 32(8). pp. 1209-
1227.
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