Human Resource Development Project

This project examines the role of Human Resource Development at Sun Court Residential House Limited, a UK-based company specializing in elderly care. It explores various learning styles, the role of learning curves, and the importance of transferring learning to the workplace. The project also examines the impact of government initiatives on training and development, analyzes training needs at different organizational levels, and evaluates the effectiveness of various training methods. The project concludes with a comprehensive review of the success of the evaluation methods used.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................4
PART 1............................................................................................................................................4
TASK 1............................................................................................................................................4
1.1Different learning style..........................................................................................................4
1.2 Role of learning curve and importance of transferring learning to the workplace...............5
1.3Contribution of learning styles and theories when planning and designing a learning event6
TASK 4............................................................................................................................................7
4.1 Role of government in training, development and lifelong learning....................................7
4.2Explanation about how the development of competency movement has impacted on the
public and private sectors............................................................................................................8
4.3Assessing how contemporary training initiatives introduced by the UK government has
contributed in the development of human resource of an organization.....................................8
PART 2............................................................................................................................................9
TASK 2............................................................................................................................................9
2.1Comparision of training needs for staff at different level in an organization........................9
2.2Assessing the advantages and disadvantages of training methods used in the organization
...................................................................................................................................................10
2.3Uses of systematic approach to plan training and development for a training event...........12
TASK 3..........................................................................................................................................14
3.1 Preparation of evaluation for training event using suitable techniques..............................14
3.2 Evaluation of training event................................................................................................16
3.3 Review of success of the evaluation methods used............................................................17
CONCLUSION..............................................................................................................................18
REFERENCES..............................................................................................................................20

INTRODUCTION
Human resource development is one of the essential element of human resource
management which specifically deals in training and development of workforce within the
organization. In this assignment the company which is taken into consideration is Sun court
residential house limited which is specialized in providing accommodation to old age people and
is situated in United Kingdom.( Al Ariss, 2014) In this assignment brief explanation is given
about the different learning style and and their contribution in planning and designing a learning
event. In addition to this file focuses on the comparison of training needs for staff at different
level of organization and use of systematic approach to plan training and development for
training event. Moreover, the file focuses on evaluation of training events using suitable
examples. Furthermore, this report gives the brief discussion about the role of government in
training, development and in life long learning. Lastly, a brief has been given about how
contemporary training initiatives have contributed in the development of human resource of an
organization.
PART 1
TASK 1
1.1Different learning style
Learning is the techniques of acquiring and modifying of skills, knowledge, values and
preferences. We all can experience world in a unique ways and such variation take place just
because of the different ways we people adopt to learn. One of the theory which explains about
different types of learning styles is explained below(Albrecht, 2015):
Kolb's Theory: David Kolb has published his learning style model in 1984, this theory is
specifically concerned with learner internal cognitives processes. As per Kolb's there are
basically four stages of learning cycle and they are mentioned below: Concrete experience:Under this style of learning new experience or situation is
encountered by the workforce of Sun court residential house limited. In addition to this
reinterpretation of the existing experience is also being done. Reflective observation of new experience: In this style of learning, workforce of sun
court limited learns b y observing and watching others.

 Abstract experimentation:Under this type of learning style, workforce of Sun court
limited learns through their personnel experience and because of which reflection give
rise to a new idea and there take place modification of existing abstract concept. Active Experimentation:Under this style of learning, employees of Sun court limited
prefer to learn by doing things practicals. In addition to this they put themselves into
situation so as to learn something new.
Different learning styles
Visual: This is an essential learning tool in this information is provided in the form of maps,
diagrams, charts, graphs, labelled diagrams, and all the symbolic arrows, circles, hierarchies, and
other devices that management of Sun Court Ltd. is applying for representing what could have
been presented in words.
Auditory/ aural: In this method learning is provided to the people through group discussion,
lectures, radio email, mobile phone, speaking, web chart etc. This tool is applied by the Sun
Court Ltd. for sharing of data and information within the work place.
Reading/ Writing: In this type of tool learning is provided to the individual with the help of text
based input and output. In this manual reports, essay, assignments are included.
Kinaesthetic: A idea for collecting data through experience and practical practice, simulated or
real, either through concrete personal experiences, examples, practice or simulation. It also
involves demonstrations, simulations, videos, and movies and case studies, practice, and
applications.
1.2 Role of learning curve and importance of transferring learning to the workplace
The concept of learning curve describes about how the new skills or knowledge can be
quickly acquired initially.(Anitha, 2014) This concept was explained by Hermann Ebbinghaus.
It is used by Sun court limited so as to describe the performance of individual through graphical
representation. In addition to this the concept takes in to consideration two essential factors one
is reviewing of person learning and the other one is reviewing of personnel productivity by
continuously performing same task. For example, If the worker perform his job of a typist in
Sun court limited and get the training for the same profile again then it will lead in the
development of increase in typing speed which indirectly will help in achieving higher profit
for the company.

Role of learning curve: Learning curve is the technique which is used to analyse the
individual performance through graphical presentation. In addition to this it helps in figuring out
about the workforce position in context to learning process.(Armstrong, 2014) Its the
responsibility of manager of Sun court limited to monitor the learning process by drafting
learning at organization level.
Transfer learning: It is the technique which is used in order to train workforce for a new
task by transferring of knowledge from the related task which has already been learned.
Importance of transfer learning
 Add value to the organization: One of the importance of transfer learning within
the Sun court limited company is that it helps in maximizing employees and
organizational values. Thus it helps in the development of organizational culture
as well.
 Helps in optimum utilization of resources: Each department of sun court
limited requires resources in the form of physical resources, financial resources
and human resources. So learning is essential tool so as to make best uses of
resources by eliminating of wastages and it will also help in increasing the overall
productivity of an organization.
1.3Contribution of learning styles and theories when planning and designing a learning event
Learning styles and theories render different ways through which the company can share
and transfer knowledge and skill with their workforce. Learning style varies from individual to
individual because of the difference in their skills and knowledge power. As in Sun court limited
company cannot rely upon one single style of learning so it is important for the company to
select best and relevant learning style so as to enhance workforce knowledge and skills. Whereas
selection of learning style depends upon learning event.(Bakker, and Demerouti 2014) There are
various learning styles and theories which helps in designing learning event such as concrete,
reflective, abstract and active learning styles. Each individual prefer to learn in different manner
like through graphs, pictures, learning or by physically participating in different activities .There
are different theories that contributes in designing and planning of learning event are explained
below:
 Reinforcement theory: This theory states that one can change someone's behaviour by
using reinforcement, extinction and punishments.(Steffen, 2015) Manager might use this

theory to employ reward for desirable behaviour of staff and might render punishment for
undesirable behaviour so that workforce can steer employees towards intended
performance goals of an organization.
 Goal setting theory:This theory serves goals as a stimulator so as to motivate and direct
learner toward the desired learning behaviour and their effort so as to sustain their
behaviour. This theory is effective in providing an appropriate direction to the learners to
moving forward towards attainment of their goals and objectives.
 Expectancy theory: As per this theory individual will be rendered with reward
performance as per the expectation they do, so before structuring the training or learning
event, expectation of the employees must be taken into consideration. This theory is
effective in developing the satisfaction level of employee through providing them
rewards and extra benefits as per their performance level. this also create value in
generating the high satisfaction of employees that retain them for long run of business
operations.
 Social learning theory: This theory states that individuals learn from others through
modelling, observation and imitation. In addition to this it states that it is the bridge
between cognitive learning theory and behaviourist as it encompasses memory, attention
and motivation. The management of the Sun Court Ltd. applies this theory in their
learning event in respect to providing appropriate practical knowledge to their new as
well as old employees in respect to developing their skills ability of work.
Thus for Sun court limited company goal setting, expectancy and social learning theory
would prove to be best as this theory helps in motivating and stimulating the workforce to work
towards attainment of goal of an organization as well as beneficial for planing and designing of
learning event.
TASK 4
4.1 Role of government in training, development and lifelong learning
Government of UK plays an important role in training and development as the
government has taken initiative to remove the unemployment of society. This initiative is used so
as to create opportunities to broad communities and backgrounds. In addition to this training and
development programmes have given many chances to the individuals to succeed in their

respective career.(Kavanagh, 2017) Moreover government has increased the number of
apprenticeships which has helped to curb the problems of unemployment to a great extent. It can
be reported that approx 89% of companies views these vocational training programmes served to
be the essential element to achieve successful growth in the marketplace. Government of UK
plays a major role in the development of training and development programmes by rendering
finance and proper amount of funds for apprenticeships and life long learning programs.
Furthermore, Government has also rendered around 1.4 billion pounds each year so as to
increases and develop the training session and to create extra 100,000 apprenticeships daily. In
addition to this government has also rendered funds to the small and medium scale enterprise so
as to increase the number of skilled labour by providing training and development session. Thus,
it can be proved that government plays an important and crucial role in training, development
and lifelong learning of the individuals.
4.2Explanation about how the development of competency movement has impacted on the
public and private sectors
Creating competence has become the important issues for both the public and private
sectors. Competence development system is being perceived to be a vital tool so as to make the
concept of learning organization practical, to develop human resources, to add strategic value to
the organization. In addition to this competency movement specifies about achieving competitive
advantage over its competitors. Such movement has brought a great impact on many countries
like in UK.(Kramar 2014) Therefore, such competition has aid in developing the need of training
and development session for the workforce. Private sector development has created urge among
the public sectors in order to develop in the marketplace. So both the sectors lays more
importance on the implementing the training and development session for the workforce so that
they can result in increase in the level of productivity for the organization. Thus, successful
rendering of this programmes will help both the sector to achieve maximum profit and to achieve
competitive advantage in the marketplace.
4.3Assessing how contemporary training initiatives introduced by the UK government has
contributed in the development of human resource of an organization.
Government of UK has established a far-reaching program of employees development
establishing nation-wide, multi stakeholder quality control systems linked to competency across
the workforce.(Lin, 2014) Research in higher education institution, HR in management each of

these have an impact upon practice and conceptualization of human resource development. The
core government initiative which have contributed in the development of human resource of an
organization is explained below:
 National Vocational Qualifications(NVQ): It is a work based qualification which helps
in recognizing the knowledge and skills of a individual which is required to perform the
particular job. This initiative is mainly concerned with day to day abilities and
achievements.
 Investors in people initiative: It is the initiative which specifically explains that “goof
people make great business”. It means that its the people who helps in achievements of
organizational goal in an effective and efficient manner.
The government initiatives helps an individual in enhancement of their knowledge and
skills base which plays effective role in attaining growth and success in their career. Overall it
can be said that all this initiatives has made a great contribution toward the development of
human resource of n organization.
PART 2
TASK 2
2.1Comparision of training needs for staff at different level in an organization
Organization level At this level training is being rendered to the workforce so as to lead its
effects in the overall performance and function of an organization. As
trained workforce helps in boosting revenue and higher profits for the
firm. Earlier firm used to receive funds from local authority but now it
has been reduced to 20% which adversely affect the overall functioning
of an organization. (Bamberger, 2014)Thus, Sun court company should
provide training to their workforce so as to enhance their skills and
knowledge which will effectively pitch multinational corporations.
Occupational level At this level training is being rendered to the individual as per their job
profile. At this level, training is given to personnel as per their work-
related field. (Saks, 2014)Like finance and HR department of Sun court
limited requires proper training. As finance department need training

because its their responsibility to pitch investors in an effective manner.
Whereas HR department requires training regarding dementia so that it
will be easy for them to hire people who are having appropriate
knowledge and skills in regards to dementia so that appropriate services
can be provided to their potential clients.
Individual level At this level individuals needs of an organization are analysed and
identified. Training is rendered to the workforce of Sun court at this
level so as to enhance their personal and professional career growth.
Therefore, Sun Court Ltd have provide proper training and development
specialism service for dementia to the each new as well as old
employees. The organisation will have re-train all of it workforce to
change from a generalist to a specialism care home.
2.2Assessing the advantages and disadvantages of training methods used in the organization
Training methods refers to the types of training that can be rendered so as to sharpen the
knowledge and skills of workforce. Skills can be in any form technical skills or soft skills. There
are different types of training methods among which best can be used by sun court limited and
some of them are explained below(Bratton, 2017):
Different training methods Advantages Disadvantages
Seminar training method  One of the advantage
of this method is that it
is the best method in
order to improve the
skills and knowledge if
individuals who all are
related in particular
subject.
 Second advantage is
that it helps in building
co-ordination and
corporation among the
 One of the
disadvantage of this
method is that during
seminar there are the
possibilities that
speaker may share false
information with the
workforce.
 Second most
disadvantage is that it is
an expensive method of

different department
who are concerned
with similar interest.
training.
E- learning training method  One of the advantage
of this method is that it
is efficient way of
delivering(Pearce,
2014) online training to
the workforce.
 Second advantage of
this method is that it
helps in promoting
independent and active
learning among the
workforce.
 Major disadvantage of
this method is that there
may arise the problem
of the extent of security
of online learning
programs.
 Second disadvantage of
this method is that there
may take place lack of
flexibility and is
expensive method.
Mentoring training method  Main advantage of this
method is that it helps
in transferring tactical
knowledge among the
workforce.
 Second advantage of
this method is that it
aids in retaining of
valued employees
within the
organization.
 One of the major
disadvantage of this
method is that the
workforce is highly
dependent on abilities
and wisdom of the
mentor.
 There is a limited
scope of development
of workforce under
this type of training
method.
Class room training method  Main advantage of this
method is that it allow
to train workers in a
 Major disadvantage of
this method is that there
is no scope of practical

safe, clean and quiet
environment as well as
it helps in boosting up
of knowledge level
too.
 This method also helps
in teaching workers
about how to interact in
a productive,
corporative and
professional way.
demonstration and is a
time consuming
process.
 Specially for night shift
workers this type of
training method is
difficult to schedule.
Job rotation training method  Main advantage of this
method is that it helps
in eliminating boredom
and gives employees a
break from strenuous
job duties.
 This method helps in
analysing where the
employees work best
and helps in boosting
up of employee morale.
 Major disadvantage of
this method is that it
can be costly and time
consuming method.
 Other disadvantage is
that this method could
end up with disgruntled
employees and won't
fix all the problems.
Thus overall it can be concluded that for Sun court limited company Job rotation training
method would prove to be beneficial as with the help of this method company can increase the
level of motivation among the workforce so as to work in order to accomplish organizational
goal. In addition to this it will also helps in retaining talented workforce within the organization.
Thus, it will indirectly will result in increase in the level of productivity and profitability ratio of
an organization.

2.3Uses of systematic approach to plan training and development for a training event
Systematic approach to training is a technique which is used to manage training programs
and helps in ensuring that individuals are prepared for their work by developing their skills,
knowledge and attitudes.(Brewster,2016) So it is necessary for the sun court limited organization
to develop systematic training approach so as to conduct better training event. There are certain
stages of systematic approach to training and which are followed by the manager of Sun court
limited and they are explained below:
 Setting organizational aims and objectives: This is the very first systematic approach
to plan training event. At this stage sun court limited company decide the aims and
objectives of arranging training session for the workforce of an organization for different
job profile. The major motive of Sun Court Limited is to providing appropriate health
care services to their potential patients in respect to improving their health condition. The
company is concern on providing Training regarding dementia to their staff members in
respect to developing their knowledge base and ability to offering best suitable services
to their patients.
 Setting up of training needs: In order to achieve target aims and objectives in an
effective and efficient manner the manager of Sun court company identifies the need of
training session for different specific and important Like the operational department in
which doctors and nurses are involved and it is essential for the company to provide
appropriate training to the staff members in regards to the operations of the firm so that
appropriate services can be offered to the clients or patients.
 Designing training strategy:In order to make workforce specialized in their respective
job profile the manager of Sun court company should design effective and efficient
training strategy. Training strategy may include like technology based learning, in the
job training, mentoring method, role playing method and many more.
 Implementing training programs: This is the final stage of systematic approach to plan
training and development for training event for Sun court company. At this stage training
program which is been taken into consideration and is designed is being implemented
upon workforce so as to enhance their skills and knowledge level.
Thus, all over it can be concluded that manager of the Sun court company should follow
all the essential systematic approach to training and development session in order to make

workforce specialized in their job profile. In addition to this it will also helps in achieving
maximum profit for the organization.
TASK 3
3.1 Preparation of evaluation for training event using suitable techniques
Evaluation plays an important role as through proper evaluation one can evaluate the
strength and weakness related to particular fields. In addition to this there are several evaluation
techniques which can be used to evaluate training events. One of the technique used by Sun court
company is CIRO model which is explained below(Chelladurai and Kerwin, 017):
CIRO model: This model stand for context, input, reaction and output. It was developed
by Bird War and Rackham in 1970. This method is specifically used by Sun court company so as
to evaluate the effectiveness of conducting training programs. Context level:At this stage Sun court company identifies and evaluating the need of
training. In addition to this it helps in eliminating organizational deficiencies. Input level:During this stage manager of Sun court company evaluate the need of
resources so as to execute proper training event. In addition to this at this stage best
determination is being done about how to make best use of resources so as to achieve
desired objectives. Reaction level:At this stage manager of Sun court company analyses the reactions of the
delegates so as to make improvement in them if required.
 Output level:This is the last stage where the manager of Sun court company make an
analysis that whether training rendered to workforce was proven to be successful or not.
In addition to this at this stage it is also being identified whether the desired objective is
achieved or not. If the objective and desired outcome is achieved then it will result in
better outcome for the company in the form of increase in the level of profit
maximization.
Training evaluation Form:

Thus, overall it can be concluded that it is necessary for the Sun court company to carry
out CIRO model in order to make best evaluation of training event so as to minimize the issues
which might take place if proper evaluation is not done. Thus effective evaluation of training will
helps in increasing the productivity and efficiency level of an organization.
3.2 Evaluation of training event
Evaluation of training program refers to technique which is adopted by the organization
so as to evaluate and identify the effectiveness of training session which is rendered to the
workforce. In order to evaluate the training event four steps need to be followed by the Sun court
company and they are explained below(Clark 2016):
 Reaction: In order to evaluate the effectiveness of training program it is necessary for the
trainer of Sun court company to identify the reaction of workforce so as to analyse the
level of their satisfaction.

 Learning: This is the second stage which is followed by the manager of Sun court
company so as to measure the degree to which the individuals have acquired the skills,
knowledge and attitudes. In addition to this at this level trainer identifies whether the
training objectives are being met or not.
 Behaviour: At this level trainer of Sun court company measure the degree to which the
individuals behaviours changes as a result of the training session rendered to them.
 Result: This is the last stage, during this level trainer identifies the tangible result of the
training like improved quality, increases productivity, higher morale etc. In addition to
this it is also determined by Sun court company whether the training session rendered to
workforce result in the form of positive outcome or negative outcome. If negative then
what is the reason behind that so that it can be overcome.
Thus, overall it can be concluded that all this above mentioned four steps need to be
followed by manager of Sun court company so as to evaluate the training events in an effective
and efficient manner. Thus, proper evaluation of training session will helps in achieving
maximum profit for the organization.
3.3 Review of success of the evaluation methods used
There are several factors which need to be taken into consideration by Sun court
company so as to review the success of the evaluation methods used and they are mentioned
below(Illeris, 2018):
 Quality improvement: At this stage manger of Sun court company will evaluate whether
quality of the workforce performance has been improved or not. If not then essential
steps can be taken to improve it.
 Customer services: At this stage manager of Sun court company will take feedback from
the workforce regarding the behaviour and thinking of employees towards them. In
addition to this trained workforce can effectively meet the requirements of the customers
in an efficient manner.
 Production efficiency: If there is increase in the efficiency of the production level of Sun
court company then it can be identified that training session rendered to the workforce
has proved to be successful. Similarly if not then there is the requirement to bring
improvement in training session.

Thus, overall it can be concluded that review of success of evaluation method used can
prove to be successful only if the result rendered out by the trained workforce is positive in the
form of increase in the productivity level. Increase in the profitability ratio of an organization
etc.
CONCLUSION
From the above mentioned report it can be concluded that human resource is an essential
element for every organization without it company cannot achieve it successful growth in the
marketplace. So is is very essential to to keep trained and develop workforce as per the changes
takes place in the environment so that they can develop their skills and knowledge accordingly.
There are various training methods which the company can use like mentoring, on the job, off
the job seminar, job rotation etc. Among this company must select the best one after analysing
the pros and cons of each methods. Moreover it can be concluded that there are various
initiatives like NVQ, Investor in public who has helped in the development of human resources
of an organization.

REFERENCES
Books and Journals
Al Ariss, A., Cascio, W. F. and Paauwe, J., 2014. Talent management: Current theories and
future research directions. Journal of World Business. 49(2). pp.173-179.
Albrecht, S. L. and et. al., 2015. Employee engagement, human resource management practices
and competitive advantage: An integrated approach. Journal of Organizational
Effectiveness: People and Performance. 2(1). pp.7-35.
Anitha, J., 2014. Determinants of employee engagement and their impact on employee
performance. International journal of productivity and performance management.
63(3). p.308.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bakker, A. B. and Demerouti, E., 2014. Job demands–resources theory. Wellbeing: A complete
reference guide, pp.1-28.
Bamberger, P. A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation,
implementation, and impact. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Brewster, C., Mayrhofer, W. and Morley, M. eds., 2016. New challenges for European resource
management. Springer.
Chelladurai, P. and Kerwin, S., 2017. Human resource management in sport and recreation.
Human Kinetics.
Clark, W. C. and et. al., 2016. Boundary work for sustainable development: Natural resource
management at the Consultative Group on International Agricultural Research
(CGIAR). Proceedings of the National Academy of Sciences. 113(17). pp.4615-4622.
Illeris, K., 2018. A comprehensive understanding of human learning. In Contemporary Theories
of Learning (pp. 1-14). Routledge.
Kavanagh, M. J. and Johnson, R. D. eds., 2017. Human resource information systems: Basics,
applications, and future directions. Sage Publications.
Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource
management the next approach?. The International Journal of Human Resource
Management. 25(8). pp.1069-1089.
Lin, Y. and Wu, L. Y., 2014. Exploring the role of dynamic capabilities in firm performance
under the resource-based view framework. Journal of business research. 67(3). pp.407-
413.
Pearce, D., 2014. Blueprint 3: Measuring sustainable development. Routledge.
Saks, A. M. and Gruman, J. A., 2014. What do we really know about employee engagement?.
Human Resource Development Quarterly. 25(2). pp.155-182.
Steffen, W. and et. al., 2015. Planetary boundaries: Guiding human development on a changing
planet. Science. 347(6223). p.1259855.