Human Resource Management Practices and Training

This assignment focuses on human resource management (HRM) practices, specifically employee engagement and its relationship with HRM practices and competitive advantage. It also evaluates training events to ensure successful program implementation. The document provides references to various books and journals related to HRM, employee engagement, and organizational development.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
LO 1.................................................................................................................................................1
1.1 Learning styles.......................................................................................................................1
1.2 Role of learning curve and importance of transferring learning............................................2
1.3 Contribution of learning style and theories...........................................................................3
LO 4.................................................................................................................................................4
4.1 Role of government in training, development and lifelong learning.....................................4
4.2 Development of competency movement which impact on public and private section.........5
4.3 Contemporary training initiatives which introduced by UK government.............................6
TASK 2............................................................................................................................................6
LO 2.................................................................................................................................................6
2.1 Compare training needed for staff at different level..............................................................6
2.2 Advantages and disadvantages of training methods in Sun court Ltd...................................7
2.3 Systematic approach to plan training and development in training event.............................8
LO 3.................................................................................................................................................9
3.1 Evaluation of training event...................................................................................................9
3.2 Carry out evaluation of training event.................................................................................10
3.3 Review of success of evaluation methods...........................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
In respect to make high growth in business, there are several advantages implemented at
workplace. In this consideration, human resource development is also major perspective that
assists to increase advantages in global areas of market (Pieper, Mkandawire and Van der
Hoeven, 2016). There are several highly skilled employees are needed who can perform better
functions and operations in business. In order to focus on the present report, it is based on the
Sun Court Ltd. which is small sector business and providing training event in UK. In respect to
make high growth and productivity in the company, present report covers different kinds of
learning styles which assists to perform several functions in chosen business. Furthermore, it
focuses on the role of government in training and other programs in business environment. In
addition to this, it determines creative results to make systematic results and outcomes in the
enterprise.
TASK 1
LO 1
1.1 Learning styles
Learning process is the important fundamental aspect in which employees increasing
their skills and knowledge through diversified their new qualities. HR manager of the Sun Court
Ltd. need to implement different learning styles which helps to increasing creativity at
workplace. Following are different learning styles could be ascertain in business:
Kolb's learning style: As per the Kolb Learning styles, there are 4 kinds of stages
included that are emphasis to understand several people with learning behaviour. It could be
reflect on the experience, thinking ability, etc. Diverging: In this way, people firstly watch and then gather information to solve issue
and problems. Therefore, experience considered for different situation to perform ideas. Assimilating: In this aspect learning preference implement logical ideas and approaches
with theories and outcomes. Converging: In this way, people need to implement their major concern towards the
effective models and theories (Clark, Van Noordwijk and McNie, 2016).
 Accommodating: In this aspect, intuitions opt for the experience and face challenges in
the business environment.
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Honey and Mumford Learning styles: In this consideration, there are 4 aspects
included that adopted by Sun Court Ltd. to develop their employee performances. They are as
follows: Activists: These kinds of people concentrate on the challenges and opportunities that
faced by them to make effective functioning in the business. Furthermore, experience
also needed at workplace. Reflectors: These kinds of people involves in the observation process to make final
conclusion in the study (Knowles, Holton III and Swanson, 2014). Theorists: Theories people implement logical way with new theories at workplace to find
solution and create systematic results at workplace.
 Pragmatics: These kinds of people make concentration with efforts that helps to find new
models and theories in the business.
Kolb and Honey and Mumford learning styles made with their own. Learning styles
based on the work of Kolb which is slightly different and explained in term of activist, reflector,
theorist and pragmatist. Become smarter at greater better, learning opportunities with Kolb
model has been successfully increasing. It also develops opportunities to learn in the best
perspective with increasing learning in easier way. It saves tackling learning on the hit and mass
basis. It is equipped with information about learning preferences. On the other hand, as per
Honey and Mumford style expand the band width is successful consideration that increase
experience from drive successful benefits.
1.2 Role of learning curve and importance of transferring learning
Learning curve can be define as the rate of the person progress which gaining through
experience and new skills. In respect to increase systematic work performance, it has been seen
that learning curve helps to increase understand learning new things with several activities. There
are new approaches also develop that represents to face difficulties in extent learning (Payne and
Isaacs, 2017). In every business, organisation need to focus and adopt theory for many
applications in Sun Court Ltd.
Role of learning curve
 Learning curve possess role of pricing decision that based on estimation of future cost.
 Workforce schedule based on future needs.
Following assumptions must be included in the business:
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 Time needed to accomplish task and activities
 Total time considered to decline
 Predictable pattern also followed to decline the time.
These assumptions make wide impact on the training program at workplace of chosen
business. Therefore, HR manager of Sun Court Ltd. need to focus on the working performances
that is beneficial in the enterprise.
Importance of transferring learning at workplace
In respect to implement the importance of learning to transfer, it considered following
importance at workplace:
 Increases work quality: Main objectives of the transferring considered skills and
knowledge to add value. In this aspect, operations must perform to take proper care of
company for improving quality of work. It helps to increase work quality.
 Mobilization of resources: Further, implementation of the transferring learning also
develop through mobilization of the resources. Hence, proper amount of money
implemented to increase training and development program (Pieper, Mkandawire and
Van der Hoeven, 2016).
 Issue solve: In respect to implement the creativity, it has been seen that there are several
issues solve through transferring learning activities.
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1.3 Contribution of learning style and theories
There are several kinds of theories and models of learning implemented that helps to
create development programs in Sun Court Ltd. With the help of methods and techniques,
success of the training program depends on the different kinds of learning activities that design
in the event program (Bamberger, Biron and Meshoulam, 2014). There are many kinds of skills
and development process considered in team work, decision making skills, etc. With the help of
different types of learning styles and theories, it can be stated that desired level of efficiency can
be successfully develop in the business. Therefore, according to characteristics and skills work
must be distributed among several people.
Following are certain theories and approaches implemented at workplace:
 Behavioural approach: It is the main approach, in which learning develop that helps to
solve problems of the business. Behaviour of the employees helps to the chosen business
to solve issue as per the situation.
 Cognitive approach: It includes specific learning pattern among the people that assists to
make several people perception and solve issues as well. In this approach, employee
requires enough knowledge to effective learning (Knowles, Holton III and Swanson,
2014).
In the selected business unit, main focuses in needed to produce most effective outcomes
at workplace. In this consideration, different learning theories and approaches deliver future
goals and objectives as well. In the challenging environment, understanding develop to increase
skills and knowledge as well.
LO 4
4.1 Role of government in training, development and lifelong learning
In the learning process, government play important role to remove the issues and barriers
in systematic manner. In this consideration, training and development program create several
opportunities in the learning to remove social exclusion. Main aim and objectives is to increase
demand of learning with using vocational learning. Main roles of government are defines as
follows:
 Making rules and norms: In the chosen business, government play essential role in
training and development program. In this regard, development skills and capabilities
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among the workers. In respect to develop performance culture also develop in systematic
manner at workplace. With the help of rules and regulations, government encourage
different employees which assist to attract several people at workplace. It is the most
important function which increases social learning. These kinds of rules are applicable
for all people (Pieper, Mkandawire and Van der Hoeven, 2016). Consequently, these
rules and regulations assists to increase life long learning that assists to focus on the
development of the business.
 Allocation of fund: Government also play important role to allocate the fund for human
resource development in the business environment. In the private and public sector need
to develop efficiency and effectiveness. It increases capabilities towards in increase
profits. Government provide proper allocation of fund that assists to increase capabilities
and outcomes of each candidate (Payne and Isaacs, 2017).
 Policy of HR: Government also perform policy in HR so that promotion develops in
business. They are increase promote for development in the chosen firm. They are also
plays important role in the company (Bamberger, Biron and Meshoulam, 2014). In Sun
Court Ltd. improve capabilities in the employees. It will helpful to HR manager to
implement effective functioning.
 Increase workers capabilities: In respect to increase effective results, training and
development implement to increase capabilities of employees in the business. It is helpful
to increase profit and revenue to accomplish objectives.
4.2 Development of competency movement which impact on public and private section
The competency movement in UK emerged with same environmental aspects that assists to
develop changing technology, increase competition, decline profitability and search to
ascertained competitive advantages in business. This kind of movement assists to improve
positive performances at workplace.
In respect to implement the competency, in the private and public both kind of the sectors
in UK operate their activities and share aims and objectives. In the organisation, there are major
efforts are implemented more fund and improve the business performances. Further, People ‘R’
Us is the one of the major company in UK that serve for various customers in the systematic
manner. In this consideration, training program design to provide the best quality of the products
and services to customers (Knowles, Holton III and Swanson, 2014). People mainly focuses on
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the best services through benefits could be provided to each person. As per the competitors,
unique features will be added in the organisation.
In the chosen business environment, professional and friendly environment assists to
encourage people with implemented competencies. Beside this, in the public companies strong
activities of HR implemented in the development process in the company. The employees build
high performances that are based on the acquisition and training program as well. it also
implemented in the public sector that influence to the workers to keep high standard.
Competencies also help to look towards the knowledge and increase systematic work
performances as well. It is development process that makes high growth and outcomes in Sun
Court Ltd.
In the both sector public and private, competency develop in systematic manner to work
in the systematic manner at workplace. Therefore, development process directly impact on the
organisation. As results, aims and objectives will be considered in the systematic manner. It is
the process in which rules and regulations are implemented to attain desired results at workplace
(Cummings and Worley, 2014).
4.3 Contemporary training initiatives which introduced by UK government
For training initiatives, UK Govt. addressed these perspectives in following manner: Increase performance to beat with competition: In order to accomplish desired level of
results, it can be stated that UK government also develop their performances to beat with
existing competition. As a result, in the chosen business training program can be initiate
accordingly.
 Ascertained competitive advantages: Furthermore, attain competitive advantages is also
important consideration that assists to accomplish goals and objectives in positive
manner. With this regard, UK government take measurement and initiatives to implement
rules and regulations and ascertained with competency movement.
In order to consider the contemporary training initiatives, UK government made several
plans and faster growth in the development of human. In the private and public sector, learning
also develops in the systematic manner to make targets and goals at workplace. On the basis of
situation, competitive factors implemented in term of quantitative and qualitative aspects.
Training session also held in the organisation that focuses on the increasing standards and
competitive results at workplace. In respect to make high growth and increase profitability,
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business management of the chosen business considered promotion for organisational growth.
Training program also helps to respond towards the changing technology. Further, there are
several other aspects exist that increase effectiveness at workplace to focus on the aims and
objectives of the enterprise.
In the selected business, it has been realise that employees are major players that contribute
their part in human resource development. Major aspect of the improvement considered as the
important function and outcomes in the business environment (Charles Jr, Schmidheiny and
Watts, 2017). Staff members of the People ‘R’ Us determine their part to increase relations with
several customers. There are several programs also developed to accomplish desired results and
goals. In addition to this, in the organisation, there are several goals and objectives implemented
that assists to make high growth and objectives at workplace.
TASK 2
LO 2
2.1 Compare training needed for staff at different level
Sun Court Ltd. has several kinds of needs which considered for training and development
programs in the business. In this aspect, employees of the chosen organisation need to work with
skills and knowledge with training and development programs. Therefore, gap between future
requirements and standard performance ascertain to develop more systematic results at
workplace. Staff members of the chosen organisation lack to deliver creative perspective in the
business environment (Payne and Isaacs, 2017). Therefore, staff working in nursing needed
proper training session. Dementia care is specifically facing issues and problems to deliver
safeguarding. Mental Capacity Act and other gaps are also considered. In CQC, improvement in
the services published to develop systematic performances.
 In the induction period, candidates need to join the workplace and read procedure and
files as well.
 In the chosen business environment, probation period also considered that available for
training and development program. Health and safety considered in the behaviour
management.
 Further, core training also developed that provided on child protection with creative
performances.
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At management level At middle level At operational level
Managers and other doctors
need to implement creative
learning and development
program with management
skills and take right decisions
for staff members.
All people need to attend the
training programs that are
considered as workshop and
training program as well.
In this level, nurses and staff
members need to considered
core training to play several
roles in the business. proper
training and nursing possess to
implement the ability of taking
care among people (Clark,
Van Noordwijk and McNie,
2016).
They are also considered as
the training and emotional
maturity.
In respect to work in this
operational level, children
need to consider who age of
60 is. Further, residential care
from care takers are also
considered in the business.
There are development session
also considered with practical
examination.
2.2 Advantages and disadvantages of training methods in Sun court Ltd
Sun Court Ltd. determines several kinds of learning and training programs at workplace
through they can ascertain creativity at workplace. It helps to improve each person participation
in the business (Knowles, Holton III and Swanson, 2014). For example, role playing, off job
training facilities, practical knowledge, etc. In this consideration, following methods are
implemented and considered several advantages and disadvantages in the business as well:
Development and training
methods
Advantages Disadvantages
Induction program Main advantage of this
program is that it helps to save
time and cost of money of the
company. In respect to
implement the induction
program, employees are able
to undergo their performances
with procedure (Ghai and
Vivian, 2014). New joiners
High frustration among
existing members of the
business. Beside this,
statement are delivered in the
induction program which is
generally different from actual
and standard performances.
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and other people of the chosen
business interact with each
other that increases their
understanding and outcomes
for each other.
Role play One of the best advantage of
this method is that it is social
and communal. Nurses and
other middle level employees
of the chosen business easily
find their performances and
outcomes through duties and
build skills in the role play.
On the other hand, make some
people uncomfortable so that
employees feel reluctant to
perform particular job
(Cummings and Worley,
2014). In the care home it
reduces creativity and ultimate
effect to the performances.
Workshops In this aspect, users are
usually motivated with
workshops. All employees
such as practitioners,
managers and doctors need to
perform their duties and tasks
through continuous practices
and considered workshops as
well (Bamberger, Biron and
Meshoulam, 2014).
On the other hand, users
attending with broad range of
skills. It consumer more time
so that high cost also need to
bear by chosen business. As
results, it impacts on the
business performances and
outcomes.
2.3 Systematic approach to plan training and development in training event
When Sun Court Ltd. determines their goals and objectives, aims considered in the training
session which increases requisite to create structured programs at workplace. They are as
follows:
 At initial stage, all staff members of the chosen business need to consider all issues and
problems that are take place in the business (Leigh and Blakely, 2016). On the basis of it,
questions are needed to be framed for care taking in Sun Court Ltd.
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 In the session of question and answer, discussion also considered towards the issues and
problems.
 Further, views, feedbacks, opinion, etc. elements also asked to face issues by the Sun
Court Ltd. In addition to this, lack of proper training and other solution required at
workplace in relation with safeguarding, behaviour management, health safety, etc.
 Group discussion also considered to bring several solutions in the business.
 Resubmission of solution finds out to make effective results at workplace. Hence,
problems that faced by the chosen business easily considered in the solution.
 After considered all issues and problems, it is essential to focus on the resubmission and
question and answer that are analysis issues which take place in the business (Payne and
Isaacs, 2017).
The above steps help to Sun Court Ltd. to solve issues and challenges that are arises at
workplace. It is the best way to make creativity in the business unit.
LO 3
3.1 Evaluation of training event
In respect to considered and evaluate the training programs, there are several approaches
measures effectiveness to make creative training methods (Bolman and Deal, 2017). In People
‘R’ Us, there are several training programs considered in the design that assists to develop more
effectiveness at workplace. All people monitor and collect relevant information towards the
techniques. There are different techniques considered which evaluates design of the event. They
are as follows:
Reduction: At this level of the enterprise, measurement considered that how trainee react
in the training. Therefore, it helps to create valuable experience that is essential to considered
effectiveness at workplace. It assists to understand that how people behave in front of the
audience. Therefore, Sun Court Ltd. always try to feel them good and increase their knowledge
as topic, instructor, etc. It is very important to focus on the training program as well (Charles Jr,
Schmidheiny and Watts, 2017).
Learning: In respect to planed the training session, organisation need to start learning
objectives. In this aspect, measurement of activities also considered in the different way of
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learning. It is depends on the aims and objectives that are set into the business to develop
understanding as well.
Behaviour: In this consideration, People ‘R’ Us need to evaluate the how far trainee
change their own behaviour which is based on the favourable conditions. When behaviour is not
change, that mean trainee unable to learn anything. It could be challenges for the business to
make systematic activities and outcomes (Sparrow, Brewster and Chung, 2016).
Results: At this level, the chosen business need to find their relevant results and
implement it in the training program. Therefore, final outcomes are included to organise it in the
members. It is very good for employees and many other aspects at workplace of the chosen
business. Hence, the chosen enterprise need to increase their production with higher morale and
reduce wastage for increase customer satisfaction (Kavanagh and Johnson, 2017).
 Purpose: For the present event program main aim to develop desired results and
efficiency. Target audience description promote with program with prospective
participant.
 Participants need: Specific needs of training participants will influence development of
learning objectives and guide choice activities and strategies.
 Training goals and objectives: Main goal and objectives of the present event is increase
skills and capabilities of staff members in distinctive manner. Training content also
highlighted to develop specific material.
 Outline training content: With the help of online training content, it can be stated that
desired results can be accomplish.
 Development instructional activities: Development of training design consist
organising learning activities to accomplish identified objectives and goals. Hence, brief
description also provided to accomplish purpose.
 Training design: With written document regarding training design, detailed plan can be
successfully created to ascertained appropriate direction.
3.2 Carry out evaluation of training event
In respect to develop the creativity and proper training program, it is essential to focus on
the development program which increases plan in systematic manner. In this consideration,
People ‘R’ Us evaluate their training cycle in the following manner:
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 Spot check during the training: In respect to implement this step, the organisation can
easily find that how participants doing their training programs through asking some
questions. It is most simple and helpful method in the training event in which trainee has
time to settle down and start learning as well (Chelladurai and Kerwin, 2017). Hence, the
organisation build on the each other basis activities.
 Evaluation of the key learning outcomes: It is the more complex evaluation technique. In
this consideration, all types of the questions could be asked from several employees. In
this way, participants are also concentrate on the to meet with training outcomes in
systematic manner (Reiche, Stahl and Oddou, 2016).
 Group discussion: Further, group discussion is method that helps to consider training
even in systematic manner. In this consideration, employees of Sun Court Ltd. getting
responses from each other so that they are able to focus on the all important functions that
are need to perform at workplace.
 Pre-training questionnaire: In the systematic manner, there are pre-training questionnaire
could be asked from the people. In this aspect, perception of each person is very
important in whole panel. Therefore, same question can be asked to work in confidential
manner. Hence, all people are work in better manner (Albrecht, Bakker and Saks, 2015).
All these evaluation techniques help to design the development program as per training needs
and event program as well. Organisation provides important and useful information that
demonstrate in the business care. As results, outcomes develop in the effective training program
(Marchington, Wilkinson and Kynighou, 2016).
3.3 Review of success of evaluation methods
In the Sun Court Ltd. manager perform their functions and operations through using
different techniques of learning. In this consideration, training program has been evaluates
through conduct the session for the organisation. In this manner, better understanding also needs
to implement that change and improve ability to perform functions and operations (Armstrong
and Taylor, 2014). Therefore, success evaluation method considered in the following manner:
 Quick and simple: In the evaluation method, manager need to access very quick and
simple questions which could be easily asked. It assists to find useful information and
consider best results through evaluate training session that conducted by the different
methods. When satisfaction level of the employees is high, it means in the training
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session successfully operated at workplace. Therefore, quick response save time to
ascertain effective objectives (Bratton and Gold, 2017).
 Research based: All training methods assists to analysis and conduct the research in
systematic manner. In this consideration, organisation able to deliver their creative
performances to make successful plan. In this way, evaluation processes in People ‘R’ Us
working with the research. As results, main aim is to develop business outcomes
considered in proper manner (Pieper, Mkandawire and Van der Hoeven, 2016).
 Focus on the meaningful enterprise results: In respect to develop creativity, in the
training event, it is essential to implement valuation method that help to focus on the
results. It is most suitable technique to develop activities and it is related with the
objectives of the organisation.
 Provide information related with useful results: Training program must be develop
that is helpful to collect information and outcomes in the chosen business (Knowles,
Holton III and Swanson, 2014). With the help of the evaluation techniques, information
could be provided that get results to find useful results at workplace of Sun Court Ltd.
CONCLUSION
From the above report, it can be summarised that in the Sun Court Ltd. human resource
development consider useful important to make systematic results. In this manner, report
concluded about the different training program that helps to enhance learning at workplace.
There are two kinds of learning styles implemented such as Honey and Mumford and Kolb’s
learning style. Furthermore, it summarised about the work quality and utilisation of the resources
that helps to solve issues and problems of the chosen business. In addition to this, it is articulated
about the evaluation of training event that assists to make successful program in simple term and
research based activities.
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REFERENCES
Books and Journals
Albrecht, S.L., Bakker, A.B. and Saks, A.M., 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.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bamberger, P.A., Biron, M. and Meshoulam, I., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bolman, L.G. and Deal, T.E., 2017. Reframing organizations: Artistry, choice, and leadership.
John Wiley & Sons.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Charles Jr, O.H., Schmidheiny, S. and Watts, P., 2017. Walking the talk: The business case for
sustainable development. Routledge.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Clark, W.C., Van Noordwijk, M. and McNie, E., 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.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Ghai, D. and Vivian, J.M., 2014. Grassroots environmental action: people's participation in
sustainable development. Routledge.
Kavanagh, M.J. and Johnson, R.D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
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.
Leigh, N.G. and Blakely, E.J., 2016. Planning local economic development: Theory and
practice. Sage Publications.
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Marchington, M., Wilkinson, A. and Kynighou, A., 2016. Human resource management at work.
Kogan Page Publishers.
Payne, V.G. and Isaacs, L.D., 2017. Human motor development: A lifespan approach. Routledge.
Pieper, H., Mkandawire, T. and Van der Hoeven, R., 2016. Africa’s recovery in the 1990s: From
stagnation and adjustment to human development. Springer.
Reiche, B.S., Stahl, G.K. and Oddou, G.R. eds., 2016. Readings and cases in international
human resource management. Taylor & Francis.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
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