Human Resource Management: Success or Failure Factors

This assignment delves into the world of human resource management, examining why some teams succeed while others fail. It presents a collection of articles and studies from various fields, including business, psychology, and environmental science, to provide insights into the impact of human capital on organizational outcomes.

Human Resource
development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing different learning styles......................................................................................1
1.2 Role of learning curve and importance of transferring learning...........................................2
1.3 Contribution of learning styles and theories when planing and designing a learning event.3
4.1 Various roles of government in training, development and lifelong learning......................4
4.2 The development of competency movements which impacted on public and private
section.........................................................................................................................................5
4.3 Contemporary training initiatives introduced by government for HR development............6
TASK 2............................................................................................................................................7
2.1 Training needs for staff at different levels in an organisation..............................................7
2.2 Advantages and disadvantages of training methods.............................................................8
2.3 Systematic approach to plan training and development .......................................................9
3.1 Preparing and evaluation using suitable techniques............................................................10
3.2 Carrying out an evaluation of training event.......................................................................10
3.3 Review the methods of evaluation......................................................................................11
CONCLUSION .............................................................................................................................11
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resource development is dynamic and growth oriented activity for an
organisation. This is a framework which helps in employee’s development, improve their
personal and professional skills as well as knowledge and abilities. Human resource development
provides various opportunities to employees such as training, career development, performance
management, succession planning and organisation development, etc. Through this, organisation
creates an environment which provides potential, capability, surface and positive attitude in their
employees (Werner and DeSimone, 2011). In a company, human resource development process
begin from hiring of new employees and continues throughout that employees effective
positioning in firm. This project report is based on Sun Court Residential Homes Limited. They
provide up-market home care services to old people whose age is 60+. In their organisation, they
provide beautiful schedule garden and appropriate accommodation and services but they never
had a human resource development function and their employees are not trained or skilled
enough to fulfil client’s need. They includes different learning style, work on learning curves,
make some planning and design new events, work with government and contribute different
approaches to plan training and learning.
TASK 1
1.1 Comparing different learning styles
Learning style is based on how an individual understands, observes and executes various
information and experiences in their practical life. It is all based on understanding of a person to
learn various things differently. Individual's learning style is determines preferential way in
which they observe, comprehends and collect information through various elements. It is
depends on listening power, visual memories, emotional factor, environment and their personal
experience which has very different of everyone's (Knowles, Holton and Swanson, 2014). So it is
very important for HR to understand different learning style of employees to provide them best
practices, skills and assignment according their own need. There are various learning styles for
employees of Sun Court Limited such as -
Honey and Mumford learning style – This learning style was developed by Peter Honey and
Alan Mumford in the year 1986. Main objective behind this style is that most people never had
consider how they really learn. So through this, an effective learner and individual must know
1

about their learning style and find various ways to learn using different methods. These learning
styles are as follows -
Activist – These type of learner are believes to facing various challenges through
different task. They are believe to learn more and more from their own personal experience.
According to this style some individual are believe to get various solution of different problems
by their own efforts because this will helping them to get practical observation of various
situations (Armstrong and Taylor, 2014).
Theorist - These type of learner are more observing by nature and they do not take quick
decision before exploring concept and theories behind actions. They need a conceptual work
form, model, idea and specific goal to attain.
Reflector – These individuals are more concentrated and logical in their approaches.
They learn by watching and observing what happened. They analyse all data, alternate point of
view, gathering information and using various opportunities to get suitable conclusion.
Pragmatist – These learner are believe to learn various aspects from practical and real
world. They get new ideas, knowledge in real world to applying these theories in positive
actions.
Kolb Learning style - David Kolb published his learning styles model in 1984. This
learning theory is works on two different level as a four-stage cycle of learning and four separate
learning style. These are as follows -
Divergent – This style is based on such people who or imaginative and emotional by
nature. They are deep thinker and perspective as well as they generate lots of ideas after
analysing various situations (Bratton and Gold, 2012).
Assimilative – These type of learners are more theoretical and conceptual. They solve
various problems by doing and analyse something.
Convergent - These learners are logical and practical by their approaches.
Accommodative – Some learners are creative and different thinker by others.
1.2 Role of learning curve and importance of transferring learning
Role of learning curve - Learning curve is a graphical representation which represents
learner’s performance and its impact on the overall process of organisation. This is also known
as cost , efficiency and productivity curve. Learning curve determines that if work or task is
preforming again and again then it will take less time complete. This process is basically based
2

on how a trainer and learner improves skills and learning style of employees effectively. It is
represent track record of learners which includes before training and after training capability of
employees to fulfil a task in appropriate manner. After addapit8inbg this technique, organisation
can easily observe which type of training and learning skills are required for employees of
organisation.
Importance of transferring learning – Learning and training is required need of
organisation and employees to improve their interpersonal skills and capacity of adapting various
task easily and provide effective outcomes (Brewster and Hegewisch, 2017).
Provide efficiency to attain objectives – Through this process, organisation provides
efficiency in their employees to attain various challenges in effective manner. This process add
values in company after attaining their objective and provide them desirable outcomes easily.
Main objective of training and learning program is to attain organisations objective in
appropriate manner.
Utilization of resources and fund – After proper learning and training, employees
improve their skills and knowledge criteria to utilizing resources in appropriate manner.
Resources and funds are asset of an organisation and they need to use it in a proper manner to
gain effective outcomes. Proper utilization of resources help to improve the productivity and
profitability in company.
Provide skills to face various challenges – It is important for employees of Sun Court
limited to faces various challenges and solve them in appropriate manner. After proper learning
and training, employees easily understand their responsibility and organisation's demand towards
them (Guest, 2011).
1.3 Contribution of learning styles and theories when planing and designing
a learning event
Learning style and theories provides growth and different way to
achieve their future objective and goals in effective manner. It is very
critical to choose a specific learning style which will be good for all
employees. In this, it is also very important to understand proper time
period and duration to enhance skills and improve working capacity. So for
HR of Sun Court limited, it is very important to select relevant and correct
learning style for their workforce.
3

It is very hard for them to choose a particular learning style which is
relevant to their situation and objectives, so HR needs to adapt multiple
option and combination of different learning style to transfer knowledge and
improve skills of employees. In this different type of learning style
determines type of learning event. Learning events are conducted after a
choosing combination of learning style. Learning process need to be
conducted as soon as fast because it is includes full of stages in which
trainee have to observing employees need and organisation's demand. After
this they decides particular learning style and event for them to improve
their interpersonal skills and working ability. This tra8ing program has
been designed for learning events and theories can be explained to
employees who are working in initial level of their job role (Meredith, 2011).
Contribution of different style and designing event has been build to
make clear understanding of learning style and its planning in workplace. In
Sun Court Limited these learning style and events are created to to provide
proper information of particular job role and its responsibility to employees
for getting effective outcomes easily and provide specific services to clients.
4.1 Various roles of government in training, development and lifelong learning
The government of UK is supporting to all business sectors for arranging training and
development program which helps in increasing employees performance through experts
trainers. Every workers can build as well as develop their maximum standards. Sun Court Ltd is
an organisation that also called old age home and the UK government is considering this firm for
providing the learning and training facilities to develop its human resource department. Public
and private sectors contributes in increasing economy growth of the nation. Sun Court Ltd
company is taking help from UK government for the purpose of improving performance among
competitors as they are giving various services to the both sector public as well as private. In
other words, UK government is responsible for the development of human resource. Their major
task is to motivate to the people for self manage learning so that they can achieve future goals
and objectives in the future (Daley, 2012). There are some contributions of UK government in
training and development programs and these are given bellow:-
4

Generate public norms: government play crucial role in generating or issuing public
norms which helps in initiating some common culture between employees as well as assist to
them to take part in training and development sessions.
Human resource policy formed: In this, UK government formed some important policies
and formulated it for the purpose of human resource development so that it can improve the
capacity of citizens for any country.
Collections of funds: It is the main objectives of the government to provide funds as well
as financial facilities to every organisation whether it is public or private for developing their
human resource department as it helps in adopting the strategies of training and development for
improving performance.
Create positive working environment: Government support in making sound working
climate for organisation development and increase work productivity. Company can achieve its
goals and objectives with effective working environment.
4.2 The development of competency movements which impacted on public and private section
Competency movements refers to the measuring performance gaps in the business firm.
There are various companies which searching the new strategies and adaptation for achieving
competitive advantages in the market. Sun Court company is requires to invest funds for increase
the quality of services, adaptability as well as performance of workers etc. which helps in
competing with strong competitors and build good brand image in the market. On the other side,
competency defined the ability and capacity of performing any task and work to attain pre-
determined goals or objectives in sufficient manner. In other words, it requires good qualification
and knowledge for completing any task or job. So it depends on the person's ability that can be
measure through their reflections of performance (Mc-Kenzie,Witter and Adgate, 2012).
So, it defines that how the qualification, knowledges and skills are needed to perform any
particular task or job. There are some contributions of organisation which started by the
government and results are here such as:
Provide job opportunities: It is beneficial in providing good employment opportunities to
the unemployed. Government organise such programs to enhance knowledges and skills and
trained the person in effective manner so that they can get employment from any firm. Start ups
support to reduce unemployment by providing various opportunities of getting job. Company can
5

recruits new person for their better performance and can achieve set targets and goals (Wright
and Mc-Mahan, 2011).
Achievement of competitive advantages: Competency is helpful in providing the support
and capabilities for adopting strategies that can beat with competitors. So Sun court company can
get this advantages by enhancing its employee's knowledge and skills and they can increase the
quality of services so that customers will satisfy and feel relax after getting services.
Management plan can support in grabbing the opportunity for over coming the various market
threats.
4.3 Contemporary training initiatives introduced by government for HR development
Various contemporary methods are there which introduced by the UK government for the
purpose of growing business. They helps in bringing stability and development in several sector
as public or private. The main objective of learning session is to get ideas and knowledges as
well as quick learning on various sectors of the business organisation. Sun Court Ltd is generally
focus on learning initiation which is very important for future development and it also helps in
achieving competitive advantages (Jiang and Baer, 2012). This company adopted many
strategies and change the path for the purpose of making organisation successful and also
focusing on providing training to their staff members for improving their performance in
effective manner. Training and development programs are helpful in adopting several strategies
and policies in new changing environment. Learning sessions consider various factors which can
affect to the organisation and that must be requires to control over them such as customers
expectation, strong competitors, brand image, and market conditions for future prospects. For
every successful organisation, it is requires to adopt quick as well as possible actions or decisions
for effective implementation of such training or learning sessions. There are some initiatives
which launched by the UK government for human resource development. Some higher
authorities are as follows:
 industry and trade department
 work and pension scheme
 skills, knowledges and education
 health industry
Government provides various assistance such as:
6

 They play vital role in providing training and development programs for every and each
employees of both sector as public and private (Avey, 2011).
 Government provides many opportunities for every business organisation, if they needs.
 They helps in arranging funds and provides financial facilities for the educations and
qualification as well as skill council.
 Government concentrate on the industries and many universities for creating better and
skilled workforce that will support in increasing work productivity in several industrial
sectors.
 The standards of workforce can be increase through qualification of national and
vocational in particular sectors.
 They also play important role for creating effective work culture as
they ensure regarding positive as well as healthy working
environment and good practices with in the firm.
TASK 2
2.1 Training needs for staff at different levels in an organisation
Training and learning is need for all employees at different level in organisation. For Sun
Court Limited it is very important that their HR conduct effective training programme for all
employees. So for organisation, it is very important to determine training need for workforce
who are working at different level. Growth of Sun Court Limited is based on overall contribution
of employees services. There are various level of employees in organisation such as -
Upper level – At this level all the directors, CEO , manager , head of departments are
includes. For them training are required because they are responsible to taking appropriate
decision for various situation of organisation. Through this they can effectively take various
decision according to organisation and employees need (Kakuma, 2011). After this they can
easily improve their strategic skills and decision making skills according to various situation
with appropriate solution.
Middle level – At this level all the working department of organisation are included. All
the operational and functional level of organisation need specific skills and training to providing
specific services and contribution to achieve organisation's objective. For Sun Court Limited
their middle taking various decision that are related to organisation's functional activity and
7

accommodation services. So for them it is very important that their employees get specific
training and learning to providing specific services (Mc-Millan, Morris and Atchley, 2011).
Lower level – At this level employees of organisation are working who work for each
and every individual of Sun Court Limited. For them it is very important to getting appropriate
training to providing effective services according to their clients need. Training and learning
process will be very effective for them if they get a standard development process. This process
helping them to improve their interpersonal skill and other ability to understand old age people's
demand .
2.2 Advantages and disadvantages of training methods
Training is most important program which is conducted by HR of organisation. Main
objectives of human resources development in Sun Court Limited is to providing effective train g
and learning to their employees. For this they organise various training method to improve
employees skills and their capacity of working.
On the Job training method – This a best training method in which trainer provides
specific training to their employees in job duration. In it employees learns various objectives
through practical working approaches. Under this method, employees are placed on a regular job
and taught various working skills and capacity to adapt different tasks. This methods includes
job rotation, coaching, job instruction or training through specific assignment. Internship is also
a part a on the job training skills in which all the employees and candidate learn various business
ethics through their practical experience (Kehoe and Wright, 2013).
Advantages – There are various advantages of on job training such as -
 It is directly related to context of job
 This is most effective technique because it is directly related to practical working
experience Trainee of this job role are highly motivated
Disadvantages -
 It harms productivity of organisation and employees
 This training program are poorly conducted
 This is not a systematic method and program
Off the job training method – This training program is organised and conduct beside
working hours. It may be near the working place or away from work but its main motivate is to
8

0provioding specific training to all the employees of organisation. In this process employees get
specific training away from actual work environment. He method of training which are adopted
for the development of employees away from specific job role (Steffen, 2015).
Advantages -
 This is helps to improve productivity of organisation and employees
 This systematic approach and program This is helps to created programs may add lots of values
Disadvantages -
 This is directly not in the context of job role.
 It is vary formal in terms and values
 it is very expensive and cost effectively
 Trainee are not more motivated toward their job role
2.3 Systematic approach to plan training and development
This is a planning of training program for a organisation according to its required need.
This is a systematic approach which is used to composed specific training program according to
organisation's need and employees demand. This is a rational approach which starts from
identifying aim and after creating various stages to implementing it. There are various
Systematic approach to plan training and development are -
Objective of organisation – For a systematic approach it is very important to identify
organisation's objectives and their future goal to attain them in appropriator manner. It is all
about where organisation want to see them in future time period. This is also based to
examination process of companies current situation to their future need (Bray, 2012).
Training and development planning – After set objective of organisation it is very
important to analyse training and learning need for organization. For Sun Court Limited, the
need of training is to provides specific skill and capacity for their employees to enhance their
interpersonal skills.
Training need analysis – In this process HR examine and analyse employees skills and their
working approaches. After this they analyse which type of training are needed for employees and
organisation to attain their objectives in appropriate manner.
9

Design training strategy – In this process HR design various learning style according to
employees need and their skills demand. In this process manager and leader helps to create a
earning structure in appropriate manners.
Implementation of training program – This is the last step of organisation to
implementing their training program according to need and requirement of employees to build a
positive Woking environment. This is a core step of business in which they conduct training
program.
3.1 Preparing and evaluation using suitable techniques
Preparing and evaluating a training program is determine efficiency and effectiveness of
conducting a training and learning program. This program is based on productivity of
organisation and employees which need to improve at timely bases. After assessing this program
organisation can easily understand their future need for training and and improvement for
enhancing organisation's growth. For Sun Court limited training and learning is very required
for their employees to providing effective services to clients.
In this process human resources development program will helping to monitoring
organisation's need to attain future objectives in appropriate manner. In this process customer's
survey or their feedback also helps to make various changes in appropriate manner.
After implementing training program HR of Sun Court limited will easily get higher productivity
and outcomes. This will also helping them to improve employees skills and their working
capacity according to timely bases. For them it is very important that their employees are
understand clients and customers need and their demand for different services to fulfil them
effectively (Crook, 2011).
3.2 Carrying out an evaluation of training event
This program is conduct by Human resources development, manager and other senior
managers. The main objective of this program is to evaluate feedback and satisfaction of
customers and clients for organisation and employees services. This process consider different
steps such as -
Measurement of business improvement - This process helps to analyse organisation's
various importance that organisation facing after conducting training and learning program. After
this program organisation reduce various services cost that can affect its productivity and
profitability.
10

Reaction and satisfaction of participant – This element is very important for a
organisation to getting feedback of their services which they provide to clients. After this
organisation can easily understand impact of training in organisation and employees. This is a
evaluation method which is helps to analyse future need of organisation.
3.3 Review the methods of evaluation
It consider the various methods for evaluation by members of human resource
department. In this, they carry out the results and then meet with every team members who are
participants, for the purpose of discussion so that they can make decisions for using different
methods. It helps in evaluating learning sessions to enhance employees knowledges and skills as
well as convince with team members for effective workforce. It is the responsibility of managers
and leaders to provide information regarding training and development programs or evaluation
and then collect data by getting feedbacks from them.
There are some reviews for evaluation success such as:
 Managers can analyse employees behaviour regarding training and development
programs through their reactions satisfaction.
 Learning sessions conduct for enhance employee's personal as well as professional skills
or knowledge. It will help to measure their attitude level towards this programmes that
can be positive and negative.
 Training and development sessions is most important technique which support in
improving work productivity and efficiency with in organisation.
 Sun Court organisation requires to maintain their workforce so it is supportive tools for
increasing better services for customers satisfaction.
 Skilled employees will support in generating more revenues by providing effective
services to patients (Hobfoll, 2011).
 This process is very helpful in providing best experience to the people through
healthcare services for old age persons.
By using several methodologies, Sun court Ltd company can create good working conditions and
effective environment. So they identify training needs to improve employees performance so that
they can give their best for providing services to the customers and satisfy their needs and wants.
11

CONCLUSION
From the above report, it has been concluded that HR department play important role in
the organisation and its activities. It is useful in getting long term success of the business as well
as its future growth. It generally focus on improvement of performance the employees in various
functions so that they can achieve particular goals and objectives as well as better outcomes. It
can be done by enhancing worker's skills and knowledges from different techniques. This report
is based on Sun Court Ltd organisation and there are various learning theories discussed in this.
Learning curve helps in determining the strengths and weaknesses of events. Some correct
decisions are to be taken for the removing negative impacts of these errors. It also supportive in
analysing training programmes for making organisational successful. In this assignment,
competency movement discussed for knowing their contribution in various ways to ensure HR
development in the organisations of UK. Government introduced policies to encourage
employees skills and their development so that company can achieve its long term growth and
success.
12

REFERENCES
Books and Journals
Werner, J.M. and DeSimone, R.L., 2011. Human resource development. Cengage Learning.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Bratton, J. and Gold, J., 2012. Human resource management: 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.
Guest, D.E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
Management International Digest. 19(3).
Daley, D.M., 2012. Strategic human resources management Public Personnel Management,
pp.120-125.
McKenzie, L.M., Witter, R.Z., and Adgate, J.L., 2012. Human health risk assessment of air
emissions from development of unconventional natural gas resources. Science of the
Total Environment. 424. pp.79-87.
Wright, P.M. and McMahan, G.C., 2011. Exploring human capital: putting ‘human’back into
strategic human resource management. Human Resource Management Journal. 21(2).
pp.93-104.
Jiang, K., and Baer, J.C., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Avey, J.B., and et. al., 2011. Meta‐analysis of the impact of positive psychological capital on
employee attitudes, behaviors, and performance. Human resource development
quarterly. 22(2). pp.127-152.
Kakuma, R., and et. al., 2011. Human resources for mental health care: current situation and
strategies for action. The Lancet. 378(9803). pp.1654-1663.
McMillan, H.S., Morris, M.L. and Atchley, E.K., 2011. Constructs of the work/life interface: A
synthesis of the literature and introduction of the concept of work/life harmony. Human
Resource Development Review. 10(1). pp.6-25.
Kehoe, R.R. and Wright, P.M., 2013. The impact of high-performance human resource practices
on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-391.
Steffen, W., and et. al., 2015. Planetary boundaries: Guiding human development on a changing
planet. Science. 347(6223). p.1259855.
Bray, F., Jemal, and et. al., 2012. Global cancer transitions according to the Human Development
Index (2008–2030): a population-based study. The lancet oncology. 13(8). pp.790-801.
Crook, T.R., and et. al., 2011. Does human capital matter? A meta-analysis of the relationship
between human capital and firm performance.
Hobfoll, S.E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp.116-122.
13

Lin, J.Y., 2011. New Structural Economics: A Framework for Rethinking Development 1. The
World Bank Research Observer. 26(2). pp.193-221.
Online
Human resources development 2017. [Online]. Available through.
<http://www.managementstudyguide.com/human-resource-development.htm>.
Human resources Development 2014. [Online]. Available
through.<https://onlinecourses.nptel.ac.in/noc17_hs32/preview>.
14