Training & Development: HRD's Role

This assignment delves into the significance of Human Resource Development (HRD) in the realm of training and development. It examines various training methods, the impact of employer branding on talent management, and the importance of HRD interventions in mitigating work-life conflict and enhancing employee satisfaction. The study also considers the theoretical foundations of HRD within a societal context and highlights the role of stakeholders in shaping HRD practices.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1.1 Various learning styles of organisation..........................................................................1
P1.2 Learning curve's role and the importance of transferring it to workplace....................2
P1.3 Different styles' contribution and theories in planning and designing of a learning curve.3
P4.1 Role of Government in training, development and lifelong learning process...............4
P4.2 Development of competency movement on public and private sector with its impact..4
P4.3 Assess the way that contemporary training initiatives has contributed to human resource
development for Sun Court Ltd..............................................................................................5
TASK 2............................................................................................................................................6
P2.1 Comparing need of training at different level in Sun Court Ltd....................................6
P2.2 Advantages and disadvantages of training methods used in Sun Court Ltd..................7
P2.3 Systematic approach for planning and evaluating training event .................................8
P3.1 Evaluation for training event in Sun Court Ltd. using suitable techniques....................8
P3.2 Evaluation of the training event...................................................................................10
P3.3 A Review on success of evaluation's method used by Sun Court Ltd.........................11
CONCLUSIONS............................................................................................................................11
REFERENCES..............................................................................................................................11
..........................................................................................................................12

INTRODUCTION
In an organisation, entire responsibilities of operational and other processes are taken by
its human resource development. It is like a framework that helps employees in developing their
skills and knowledges at personal as well as organisational level that make them able to work in
a desired manner. HR department also provide employees with training program in order to meet
current and future demands of jobs (Rao, 2014). Main functions of HRD are changing workforce
demographics, make able the organisation to compete in global economy, eliminating its skills
gap in employees, increasing workforce diversity, facilitating lifelong learning etc. It incudes
T&D, career and organisational development programmes and processes also. This report has
prepared on understanding learning theories and styles as well as role of government in initiating
these. To elaborate these, Sun Court Ltd. has taken as an example which is a residential private
firm of UK.
TASK 1
P1.1 Various learning styles of organisation
Learning styles are refer to a range of competing theories whose main aim is to account
for differences in individuals type. It states that all persons can be classified according to their
learning styles. Learning deals with three processes- What, how and why. According to this
process, it defines that the way a person get new skills and knowledges through different styles.
Some of these learning styles has described below:-
Kolb's learning style- This style of learning was proposed by David Kolb, according to
him a person can follow four styles that are:- Divergent- This styles tends a person to watch and observes a thing first before to do that.
Thus, these people like to do brainwork instead of physical one. Assimilative-People having this type of learning style tend to go with conceptual and
logical knowledges. So, these people are good at research and inventions. Convergent- It includes person who like to gain knowledge through practical works. So,
they are good in practical problem solving (Kucherov and Zavyalova, 2012). Accommodation- It includes persons who love to do things by following their inner
feelings rather than practically.
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Fleming's VAK model:- According to this model, learners concerns on conceptualisation.
A person like to learn from his previous experiences, observations and perception. It consists:-
 Visual- Persons who learns by looking at pictures, graphics, watching a demonstration
come in this category.
 Auditory- Learners who get knowledges by listening rather than to read or look out at
are auditory ones. Kintestic- In this style, person learns a thing by doing an activity.
4-MAT system: This type of learning is based on a number of premises, which was
proposed by Bernice McCarthy. It gives following learning style-
 Innovative learner- These people are interested in personal meaning. They are
cooperative learning and brainstorming (McMillan and Morris, 2012).
 Common Sense learner- Persons in this styles are interested in acquiring knowledges of
how a thing work. They like to do concrete and experimental learning activities.
 Dynamic learner- These learners are interested in self-directed work. Analytical learner- Learners in this are capable of getting knowledges from lectures and
like to analysis of data by independently research on it.
Honey and Mumford: It includes following type of learning styles -
 Activist- Person who like to experience new things come in this category. They like to
handle difficult situations practically.
 Reflector- Persons having this style are like researcher who like to collect data from
different sources and after examining they reach at conclusions. They are good listener.
 Theorist- People who are having this style of learning use logical derivations to solve a
problems and always formulate new theories from their experiences.
 Pragmatist: These people like to experiment new ideas and theories.
P1.2 Learning curve's role and the importance of transferring it to workplace
This curve represents a track record of performance of employees or learners of an
organisation, therefore, it has a direct impact on overall process of learning (Griggs and Griggs,
2011). Every person has his own style of learning. Since every learning style as mentioned
above has its own importance which can be achieved only when it transfer to workplace.
Role of learning curve: It represents performance of learner on graph. In organisations
like Sun Court Ltd. these learning curves are used to identify key elements of progress of
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learners and also to formulate policies. This curve is also used in resources planning as well as in
setting up incentives rate schemes.
Importance of transferring learning to the workplace: Sun Court Ltd. has provided
various training and learning process for its employees in order to make them able to do any type
of task-related work at their workplace which helps this firm to gain competitive advantages.
Therefore, this firm has expected that its employees should transfer their learnings to workplace
and contribute efforts in accomplishing business objectives (Zachmeier and Cho, 2014). Some
main importance of transferring learning to the workplace in an organisation are as given below:
 Add value- If learners transfer their knowledges at workplace then this will add value to
the organisation.
 Proper utilisation of fund- Since this firm has invested a lot in initiating T&D for its
workers, so it requires proper funding. If workers are not transferring knowledges to
workforce then investment of this firm will not be utilised.
 Facing Challenges- Learning session make employees better to face ant type of
problems at workforce.
P1.3 Different styles' contribution and theories in planning and designing of a learning curve
Sun Court Ltd. has provided many training and learning techniques to its employees so
that, they can transfer their knowledges at workforce and helps this firm in achieving its goals
and objectives. It has also provided opportunities to all staff to learn in own styles at training
programmes. Effectiveness of these training programs can be shown if workers can face any
difficult situations while performing at workforce. Therefore, learning styles must be analysed
and oriented before conducting it on employees which is based on their requirements and styles
of accepting that (Crouch, 2011).
Planning and designing of a learning curve or a T&D is a practical and work related to
real-world. It requires the knowledge of different learning needs of staffs at different level. This
firm, therefore, choose an appropriate theory and learning styles so that its employees can accept
it by considering the factors like adaptability, improvement and widening scope of responsibility.
P4.1 Role of Government in training, development and lifelong learning process
In order to remove obstructors of employability of such people who are having less
knowledge and skills in comparison to others, government bodies of United Kingdom are giving
great contribution. They have executed various rules and regulations for entire firms whose main
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motive to encourage programmes of training and development (Conway and Barbier, 2013). By
this way, they aims to offer training to each and every individuals who are performing in an
enterprise so that they may learn primary education and skills during doing their jobs as per their
responsibilities (Role of Government in training and development programs, 2017). Some
essential terms are described below :
Training : This is simply defined as a session that is used to arrange in a venture which
assists trainees in improving their skills for accomplishing their job roles in an appropriate
manner.
Development : It refers to a learning procedure that could be done any where either
outside or inside of a company. It aids learners in complete development of their personality
which supports them in present and future as well.
Life long process : It offers a chance to workers in re-developing their abilities as well as
to attain current knowledges without taking or pursuing lengthy courses.
Legal body has been playing a crucial role in such training and development sessions.
Ministers are having responsibility in offering further educational activities, skills related to
employability and life - long learning processes (Zainal, 2017). Those duties and obligations has
been segmented with in- Division of innovation , business, skills and general educations.
Responsibility of Government :-
 Providing training at working location of a corporation.
 Giving furthermore knowledge in context to organisational works
 Improvement curriculums according to qualification.
 Apprenticeship, etc.
P4.2 Development of competency movement on public and private sector with its impact
Competency motion has forced companies for concerning about their gap related to
performance. Private organisations are taking more invest in this sector in comparison to public
one since they desire to receive competitive benefits by enhancing their competency. If such
enterprises do not want competencies then it will cause fall in performance. This brings
reduction in service quality, ineffectual productivity and many more disadvantages. Public
companies are now also having concern about competency movement to raise or upgrade their
performances at marketing place. Sun Court Ltd. which is a private organisation has made large
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sum of investments in area of training and development in order to improve the efficiencies of
their employees in an effective style. For developing their expertises at fast rate, this company is
using a steeper learning curve.
Thus, it can be stated that competency movement and knowledge are most essential part
of learning procedure. High success degree in these learning processes and such kind of
movements in the fast development of production has been impacted every venture whether it is
public or private, big or small companies to initiate these at their working station. Learning
activity aids such firms in gaining more confidence as well as do enhancement in their
production level also (Telfer and Sharpley, 2015).
P4.3 Assess the way that contemporary training initiatives has contributed to human resource
development for Sun Court Ltd.
Government of the UK has introduced many initiatives in field of HRD. Following
Department of Government looks after on this:-
 Trade and Industry Department
 Pension Department
 Education and Skill Department
 Health Department.
These departments provide following services to private organisation:-
 Providing business who eagerly wants.
 Through sector skills, they provide abilities for business network.
 By Industrial University, they are creating skilled workforce.
 They ensure effective practice of work by Investors in Peoples Standard.
These are some initiatives taken by UK Government in order to help the organisation to
provide skilled workforce.
TASK 2
P2.1 Comparing need of training at different level in Sun Court Ltd.
Organisations like Sun Court Ltd. need to initiate different learning and training
programmes in its workforce having different operations. Before introducing training
programmes, this firm should monitor and assess the training need of employees at different
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level according to departments. Below has given some requirements of employees at
departmental level-
Management level Customer level Operation level
 This level of
employees need
practical experience in
order to develop skills
and capabilities for
decision-making.
 So, it is better to
provide off-the-job
training.
 Employees at this level
needs practical
problem solving
techniques in managing
complaints and queries
of employees.
 Workshops are better
to provide practices for
effective service
management.
 They need training for
performance
management and
improvement.
 Performance review,
correction for line
managers brings
efficiencies in these
employees.
This present firm is on residential basis, so it provides training to its employees like off-
the-job so that they can serve better to customers (Singh, 2011). Based on other levels, it has also
provided-
Following are some levels in Sun court Ltd which help in giving training to workers:- Individual level: Training at individual level help in accomplishing of need for
developing skills according to their styles of learning which proves essential while
performing a task. Operational level: At this level, employees perform many activities, so they need training
which provide many new skills for performing their duties in a desired manner.
 Department level: This level engages in organising the training programmes for entire
operational and other levels of organisation.
P2.2 Advantages and disadvantages of training methods used in Sun Court Ltd.
According to workers requirement in performing various activities at workforce, Sun
Court Ltd. conducts many training programs (Pearce, Barbier and Markandya, 2013). In order to
identify needs of them this firm has organises many counselling sessions with them which proves
beneficial to retain them in organisation also. Conversation within employees and employers
gives strengthen in maintaining their relationship as well as has provided positivity in working
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environment also (Advantages and disadvantages of different methods of training programs,
2017). Training programmes provide to them has some advantages and disadvantages which is
describing below:-
Methods of training Advantages Disadvantages
Performance appraisal It helps in bringing motivation,
recognising performance
improvement areas by
comparing with standard level.
It will bring negativity in
workers who may not be able
to level up there performance.
It can demotivated them also.
Role playing Different role and
responsibility in job can be
identified easily by practically
experienced.
Transferring job or giving new
responsibilities can creates
conflicts and confusion.
Workshops Workshops bring efficiencies
in employees to enhance their
performance level.
Workshops are proved
effective if employees receive
right knowledges otherwise
proved ineffective.
Discussion Through discussing with each
other employees can share
ideas, opinions and
experiences which helps in
reducing their conflicts.
It needs complete participation
of employees otherwise
discussion will not get success.
P2.3 Systematic approach for planning and evaluating training event
Organisations provide training programmes to employees for their skills and knowledge
development so that it make them able to face difficult situations. These training programmes are
conducting as per requirements of employees. It includes all necessary techniques that help
employees for complete development (Ostrom, 2011).
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A systematic approach in planning a training event:- It is composed of various stages
of systematic process which comes in series. It is basically a rational approach which starts from
firstly identify the purpose of organisation then completes at initiating training programmes. For
Sun Court Ltd., following are some stages that gives an evaluation on training event:-
First stage: This stage consists the purpose of organisation's aim. Thus, main aim of Sun
Court Ltd. is to dominate market by effective services and cost minimisation. In order to achieve
this objectives, Sun Court Ltd. has to build an effective services to avail the market.
Second stage:This stage wants from a company to set up training need. Sun Court Ltd.
identified that its workers need training to use latest equipment in an effective manner. So that
they can provide better services in this hospitality sector. Therefore, this firm has organised a
training event for them.
Third stage: In this stage, a firm needs to design training strategy. Management of Sun
Court Ltd. has designed a demonstrative training strategy for its workers and staff according to
department. These strategies demonstrate them about how to contribute their efforts in running
its production in an effective manner.
Fourth stage:This stage needs from this firm to implement its training program in due
date and place.
P3.1 Evaluation for training event in Sun Court Ltd. using suitable techniques
Sun Court Ltd. has conducted many training programmes for its employees. So, after
implemented successfully on them, its time to evaluate effectiveness of these training
programmes which is like a key factor for achievement of its goals (Kagitcibasi, 2013). There are
several techniques are given for evaluating the training programmes. Following are some
measures used by HR of Sun Court Ltd. :-
Techniques and Tools Observations: Management of this firm has monitored and analysed performance of each
employee in order to see if there is any improvement or not. This can done by comparing
their performance with previous one (Hollifield, Martin and Orrenius, 2014). By interview procedure: By this procedure management can accessed what employees
gain through training programmes. Survey: It includes a method in which some questionnaire are to be filled by employees
through which management can analyse effectiveness of training programmes.
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 Outcome received: It uses in analysing effectiveness of training programmes on
employees that they have gained.
COURSE EVALUATION
Name:
Department:
Work Location:
Email:
Contact No.
Rate each following question through chart utilization as per given guidelines:
1 2 3 4
Ineffective Moderately effective Effective Outstanding
INSTRUCTIONAL DESIGN
1. Are the objectives related to knowledge/skills necessity for the job? (Score)
2. Is the content applicable? (Score)
(Try for minimalism-do not give burden on learners)
3. Is the material conducted? (Score)
(Arranged in systematic manner)
4. Do the tests find if the employer can perform necessary skills? (Score)
(If a employer pass the tests, is that a practical indicator that person can perform?)
5. Are the activities practical? (Score)
(Are extra activities required?)
6. Are the performance aids and handouts helpful? (Score)
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7. Is the timing right for every course of module? (Score)
8. Is the media choice is accurate? (Score)
P3.2 Evaluation of the training event
Training event can proved its effectiveness if all employees are engaging with it through
complete focus. For developing skills and knowledges, employees need to concern on every
activity conducting at training time. If any problem is persisting during training programmes then
employees need to share it with management or trainees (Harrison, 2012).
Training methods are adopted by Sun Court Ltd. so that they can gain much benefits from
its business. This assist workers to enhance their existing skills and knowledge. Two of the
raining methods are mentioned below which have been implemented by Sun Count limited are as
follows:
Formative: Under this method feedback from customers is given importance. From this
they can identify their advantages and disadvantages on which they can work for better
outcomes.
Summative: This is a long process and consume more time as compared to Formative
training method. It is mainly used after the completion of any training programme.
Therefore, managers of Sun Count limited has implemented these model of training to
increase the performance of employee and this will gradually increases the status of their
company in market place.
P3.3 A Review on success of evaluation's method used by Sun Court Ltd.
Training assessment method is used to judge the accomplishment of event conducted in a
firm. Sun Court Ltd. has used this method in order to review success of evaluation of training
event. This method matched desired outcome with obtained one to find problem areas of the
program. Quantitative changes will impact on ratio of cost-profit that help this organisation to
run smoothly its operation in future (Baek and Kim, 2014). HR management of Sun Court Ltd.
has used this method in order to get feedback of employees. Following are some benefits get by
them from employees:-
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 Employees' participation and satisfaction describes the success of training method.
 Training is used as a tool to improve performance of each employees. So, it has included
in process of evaluation.
 Main objective behind conducting training programmes is to improve business outcomes.
CONCLUSIONS
It has been concluded from the above report that HRD helps an organisation in
achievement of its business objectives. This department provides all benefits to employees in
order to retain them at workforce. It helps in understanding the training need, learning theories
and styles, ability to design and formulate training events, evaluation process etc. This report
also enhances role of government in initiating the training programmes and lifelong learning
processes. It has described about movement of competency growth as well as impact of this on
private and public sector.
REFERENCES
Books and Journals
Rao, T. V., 2014. HRD audit: Evaluating the human resource function for business
improvement. SAGE Publications India.
Kucherov, D. and Zavyalova, E., 2012. HRD practices and talent management in the companies
with the employer brand. European Journal of Training and Development. 36(1). pp.86-104.
McMillan, H. S. and Morris, M. L., 2012. Examining the relationship between work/life conflict
and life satisfaction in executives: The importance of problem-solving coping interventions and
HRD. Advances in Developing Human Resources. 14(4). pp.640-663.
Griggs, H. and Griggs, V., 2011. Teaching the politics of HRD: A journey in critical curriculum
development. The international journal of management education. 9(2). pp.71-81.
Zachmeier, A. and Cho, Y., 2014. Taking stock of the literature on HRD education. European
Journal of Training and Development. 38(4), pp.347-363.
Baek, P. and Kim, N., 2014. Exploring a theoretical foundation for HRD in society: Toward a
model of stakeholder-based HRD. Human Resource Development International. 17(5). pp.499-
513.
Harrison, R., 2012. Employee development. Universities Press.
Hollifield, J., Martin, P. L. and Orrenius, P. eds., 2014. Controlling immigration: A global
perspective. Stanford University Press.
Kagitcibasi, C., 2013. Family, self, and human development across cultures: Theory and
applications. Routledge.
Ostrom, E., 2011. Background on the institutional analysis and development framework. Policy
Studies Journal. 39(1). pp.7-27.
Pearce, D., Barbier, E. and Markandya, A., 2013. Sustainable development: economics and
environment in the Third World. Routledge.
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Singh, J. P., 2011. Human Resources of North-Eastern India.
Telfer, D. J. and Sharpley, R., 2015. Tourism and development in the developing world.
Routledge.
Zainal, Z., 2017. Case study as a research method. Jurnal Kemanusiaan. 5(1).
Conway, G. R. and Barbier, E. B., 2013. After the green revolution: sustainable agriculture for
development. Routledge.
Crouch, G.I., 2011. Destination competitiveness: An analysis of determinant attributes. Journal
of travel research. 50(1). pp.27-45.
Online
Advantages and disadvantages of different methods of training programs, 2017. Available
through<https://bizfluent.com/info-12114976-advantages-disadvantages-training-
methods-employees-customer-service.html>
Role of Government in training and development programs, 2017. [Online] Available
through<https://www.ukessays.com/essays/politics/government-training-
development.php>
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