Analysis of Academic and Research Papers

The provided document contains a list of references to academic and research papers on diverse topics including human resource development, entrepreneurship, cloud computing, and more. Each reference includes details such as author names, publication years, journal titles, volume numbers, page ranges, and DOI (Digital Object Identifier) for online versions. This compilation is useful for students, researchers, or professionals looking to explore these subjects in depth.

Human Resource
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1Compare different learning styles..........................................................................................1
1.2 Role of learning curve & importance of transferring learning to workplace........................3
1.3 Contribution of learning styles when planning and designing a learning event...................4
4.1 The role of government in training, development and lifelong learning..............................5
4.2 Development of competency moment and its impact on public and private section............6
4.3 Contemporary Training introduced by UK government.......................................................7
TASK 2............................................................................................................................................7
2.1 Compare training needs for employees at different levels....................................................7
2.2 Advantages and disadvantages of training methods.............................................................8
2.3 Systematic approach to plan training and development for training event.........................10
3.1 Prepare an evaluation using suitable techniques.................................................................10
3.2 Carry out an evaluation of a training event.........................................................................12
3.3 Review the success of the evaluation methods used...........................................................12
CONCLUSION .............................................................................................................................13
REFERENCES..............................................................................................................................14

INTRODUCTION
Human Resource Development is a model for helping staff members to create their
knowledge, skills, abilities and capabilities. It includes training and development, coaching,
performance appraisal, recruitment and selection and many other activities. It is a main and
primary part of human Resource management. “People 'R' Us” is a management consultancy
business enterprise. It provides recruitment services and also provides solutions related to
Human Resource (Werner and DeSimone, 2011). It provides advice and suggestions on some
issues related to HR to medium and small size companies. In this report mentions about the
various learning styles and the role of learning curve and significance of transferring learning at
the workplace. Sun court Ltd provide training to its employees at various levels. In this present
business report mentions about the systematic approach to plan the training and development for
event of training. The government plays an important role in training.
TASK 1
1.1Compare different learning styles
Learning is related to the concept of skills preferences, knowledge and the behaviour of
people. It refers to changing and also acquiring things the last acquisition of some things. The
learning ability of every person is different from each other. There are 4 learning styles given
below as above:
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(Source:Learning styles, 2017)
Activists- These kinds of employees include themselves in new kind of experience as
regularly change in tasks or can say activities. In a short period of time, activists people want to
move from on experience to other. In any kind of changing situation and also need of experience,
these people can keep themselves busy in wide range of responsibilities and also modifying. If
these is any need to work in various kinds of responsibilities and activities but activists have less
skills and also competencies.
Theorists- These people are expert who always give priority to their work before making
any kind of decision (Swart and et. al., 2012). To rationality and analyse any kind of risk, they
are very strict. The theorists are not giving them on the basis of past experience or also from last
learning. They do analysis on the basis of findings the present situation and they at last come to
the conclusion.
Reflector- These kind of people mainly do not take any kind of actions to find out the
opportunities. They gathered data, sit back and analyses, so that they can make a good and
logical decision. Reflectors are generally do not give their participation in any discussion and
they are interested in listening to other people (Guest, 2011). These are slow in growing any
condition because these learners spend and give their effort in determining an information and
data. In decision making process, they are very effective but not perfect.
2
source 1: Learning styles, 2017

Pragmatist- These types of learners are practical in nature and always try to adopt a
better opportunity. They are like to deal with challenges and made a final decision by developing
confidence by experience and learning. Pragmatist learners are always ready to develop skills or
abilities and also take another responsibility (Rodríguez-Pose, 2013). These people do not have
any problem in adopting new working environment and changing conditions. The condition of
Sun court has developed for staff members and employers require pragmatist learners those are
able to fit themselves and also creates on the basis of their needs.
Sun court Ltd uses or follows the pragmatist style of learning to help out of staff
members to increase their confidence level to deal with more risks, responsibilities and also
challenges. The performance appraisal is a best way to increase the morale of employees and it is
also helpful in set the career goal. People 'R' Us use the on the job training for its employees.
1.2 Role of learning curve & importance of transferring learning to workplace
The learning curve is like a regularly process of improvement which is addition by the
help of experience. If in sun court there is a need to carry some efficiency and effectiveness for
new activities and tasks, then it is necessary to follow the learning curve because it is very
significant. In performing any activities and tasks, it is helpful for staff members to increases
some adding values, new skills and abilities (Brewster and Hegewisch, 2017). Sun court
develops new strategies related to the business and some core values and with the help of this,
workers can be easily deal with new challenges. The learning curve can be helpful in affecting
on the process of learning. It helps in shown the record related to the performance of staff
members. Each learning style has its own important and role and it can also be achieved only
transferring at the workplace.
Importance of transferring learning curve
Sun court arrange learning and training session for its staff members. They provide
training, give finance to employees for provide some advantage in the competitive market.
Learners can transfer their knowledge with the help of learning at workplace. The significance of
transferring learning given below as above:
Proper utilization of money- At the time of learning and training session, business firm
needs funds. Sun court spend more money in developing skills and abilities to its employees. If
in case, if learning is not transferral in working environment, then the utilization of money will
not use in a proper manner.
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Add value- The main aim of learning is to add some values to cited business firm
(Vörösmarty and et. al., 2010). If the learning is not transfer from one person to another then,
there is no value will have added in company.
Face overcome challenges- When staff members are assigned to the any responsibilities
then they face many problems and also difficulties. Employees face those problems which they
do not know. If learning is transfer in company, then it will be helpful to staff members to adjust
in new working environment and also can many challenges.
1.3 Contribution of learning styles when planning and designing a learning event
Contribution of learning theories and also styles- All learning theories give conceptual
structure to aims, motive and necessities of learning. But that is depend on the staff members that
they use which style of learning (Duflo, 2012). It will help to employees in adopting the new
working environment of company. Before provide training to staff members, it is necessary to
determine the learning theorises and also theories.
The learning theories and the styles which are used by the company is only focus on the
efficient and better results that can be obtained by some learning programmes as well as events.
It is the duty of manager is to plan and also conduct many learning events and with the help of
this, staff members can easily learn. Each and every person adopt and also use different style of
learning (Daley, 2012). It is necessary to understand the all theories of learning which are
developed through theorists.
Each and every person is various according to its behaviour, attitude and nature. Sun
court are identified and also determined the negative as well as positive results related to
performance. Styles and theories are also linked with each other and these both are helpful in
motivate staff members to work properly and in an effective manner. they give their contribution
in achieving the goals and objectives of a business firm effectively. In the theory of learning Sun
court tries to give the effective working environment for existing along with the new employees
for perform in a better way. The manager provides training to employees, so that they think
innovate and can also adopt the new working environment. The event related to learning is very
helpful in increasing the capabilities and skills of staff members so that they can give their best
performance.
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4.1 The role of government in training, development and lifelong learning
Government develop rules and regulations which must be followed by human resource
department during training and development sessions. It is important for providing training to the
company employees which assist in increasing quality and productivity of the organisation.
Government tries to encourage the methods of lifelong learning process (Luthans and et. al.,
2010). This learning concept motivate and encourage employees which can enhance skill and
knowledge. The government provides different types of training sessions for individual such as
SLC run organisation in which they provide student loan. The government contribution in the
human resource development are as under:
 Formulate HR policy- The government has develop HR policies which must be
followed by employees in different companies.
 Promote HRD study- Government run different programs in which they promote study
of methods which will need in human resource development that assist in learning new
things to employees.
 Generate public norms- The government adopt various tools and methods which help to
start a program for common people. In this program each person attend training and
development sessions and they provides equal opportunity to participate in this session.
 Create favourable work environment- There are various programs which are run by the
government that assist in improving and standardise the working environment in the
company.
 Allocate funds- Government provides various funds for human resource development in
private sector (McKenzie and et. al., 2012). The government provides funds to the public
sector. Currently the norms are changed by government which help in formulating
policies or plans that includes development of all workers if they are from public or
private sector.
Government provides various types training and development programs for each
employees which working in the care and nursing homes. The HEFEC (Higher education
funding council for England). Government provides funds to the care centres and nursing homes
which increase quality of workforce.
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4.2 Development of competency moment and its impact on public and private section
Competencies means that persons who have skill, knowledge and abilities within an
organisation. It identify the employee ability to perform each task or work. Training helps in
enhancing the level of performance. Company's manager gives task for improving employee
knowledge and skill (Jiang and et. al., 2012). The measurement of competency help the
organisation to find out abilities and capabilities of worker in different manner. The management
identify the gap between needed competency level and present competency level. There are
certain impacts of competency on the public and private sector are as under:
 Improve coordination- Competency assist in improving coordination in the organisation
of the employees in effective manner.
 Punctuality- Public company symbolise the tradition of punctuality. This movement help
in reducing it.
 Enhance motivation- Government workers needs to encourage for getting better result.
The manager need to motivate employees toward their work.
 Reduce negativity- Competency help in reducing negativity from the mind of all
employees.
Impact on private sector
 Improve productivity- The competency movement assist in enhancing productivity and
also improve it in better way.
 Reduce wastage- By measuring competency and match with the job. Worker became
more effective and efficient in each manner.
 Interest build- Competency help company to build interest among their employees
towards task or work.
 Moral improvement- It help in improving morale which enhance skill and knowledge of
the workers (Cascio and Boudreau, 2010). Manager needs to enhance morale of the
worker within an organisation.
Generally, competency helped in private and public sector. This will assist companies in
choosing right person at right place on the right position.
4.3 Contemporary Training introduced by UK government
United kingdom provides various training programs for an individual who currently
working in an organisation. They are establish initiatives that assist in developing human
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resource in the country. The training session help companies such as sun court Ltd which
required to individual who have high skill and knowledge (Chelladurai and Kerwin, 2017).
There are some organisation which needs to developed the aim of developing human resource:
 Skill development and education
 Trade and industry development
 Health department
 Pension and work department
The government agencies are busy in developing different training program that help in
enhancing the quality of human resources. They also focus on standardise the different process
which need to reach the level of quality performance of employees. It assist in increasing skill
and abilities. The enterprise provides proper guidance and counselling to the managers for
enhancing their knowledge.
Managers help in developing business plans and policies in the organisation. They
provides higher level of ability and capability in establishing effective personnel. Government
take each step for improving in training program by the help of human resource development. It
assist in implementing the plans and policies of human resource in an enterprise. They allow to
monitor company whether it followed regulation or not.
The government of United Kingdom has provide funds in different programmes to lead
and make proper guidelines in more efficient manner. These steps aids company in developing
plans and goals which are necessary for their employees (Kehoe and Wright, 2013). There are
certain methods which are used by sun court Ltd such as on the job training and off the job
training which are used to improve the quality of employees in an organisation.
TASK 2
2.1 Compare training needs for employees at different levels
He need or requirement for all employees is not same at various level of a business firm.
The roles and responsibilities of very employees at different level are different. Their work is
also different from each other. In Sun court , it is the responsibility of human resource manager
is to prepare the schedule of training for current as well as new employees. In this business firm,
there is three levels and the work of each employee at every level is different. It is the duty of
manager to give training to employees (Bray and et. al., 2012). With the help of this, the position
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of company will be increased and it helps in gaining competitive advantage in market. There are
three level in Sun court :
At management level- It is the duty of managers is to give training to old and new staff
members. This company provides generally on the job training to its employees. From this,
workers can use the training related equipment’s for manufacturing of services as well as
products. In the cited company, employees need training time to time so that manger can guide
its employees for achieving the goals and objectives of business. The top management is
included at this level and they all are expert and giving the training to employees. The main duty
of this top management is to prepare plans, policies and also strategies for company. In Sun
court , management uses various training methods such as mentoring, group discussion, lectures,
case studies etc.
Customer level- Managers give training to employees for increasing the customer level
service. With the help of training, staff members can easily satisfy the needs and level of
satisfaction of customers (Lönnroth and et. al., 2010). It will help in increasing the goodwill,
productivity and profitability of business. It is the responsibility of manager is to give right kind
of training to its employees, so that they all can perform better. From this, staff members can
easily handle and solve the issues and any type of queries of its consumers.
Operational level- To manage and do the business operations and activities in an
effective and efficient way, it is necessary to Sun court to give good training, so that they can
perform well and managers should motivate its employees for increasing their working
efficiency.
2.2 Advantages and disadvantages of training methods
Each and every training methods has its own advantages and also disadvantages. Sun
Count uses and also gives various type of training facilities of its staff members (Lin, 2011).
They also give the counselling facilities to assess employees to be successful in their career path.
Managers of this company appraise the performance of their employees for improving and also
increasing their working morale. Sun count provide off the job training facilities for an instance
workshops, conferences are designed to increase the skills, knowledge and efficiency of
employees. Manager always wants capable employees who can perform well and also have the
capability to learn something new.
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There are some advantages and also disadvantages of some training methods in Sun
Count:
Training methods Advantages Disadvantages
Performance appraisal It helps to employees to know
about their skills, abilities and
performance level. With the
help of this, employees can
identify and know that what
they need to gain the actual
result.
It can be demotivate those
staff members whose
performance is not proper.
Role playing It helps workers to find out
what employees want to be
successful in different roles.
In this, workers can be feel
nervous and also hesitate
about the various roles and
from this their performance
can be down.
Discussion The discussion with staffs,
employers scan helps in
increasing the skills and also
helps in career development.
If manager helps in increasing
the moral and motivation level
with the help of discussion if
not, then in this case, the
morale of staffs will be down
and they will not able to make
a career development plan.
Case study method It helps in enhancing the
capability of decision making
of employees and it is cost
saving method of training.
In the subordinate level, this
method is not useful and it
cannot use on the workers
level.
Workshops It helps in giving the learning
as well as training methods to
staff members to know about
their performance level and
capabilities.
It is expensive training method
and the success totally depend
on the employees how they
can understand the message.
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2.3 Systematic approach to plan training and development for training event
It is necessary to each and every business firm to plan training programmes in a systematic
way. This approach is essential for business organisation for making training programs
then they conduct qualitative program in an effective manner (Cummings and Worley,
2014). HR department tries to analyse and design training sessions and conduct all other
essential aspect of the company. There are certain training design which help in developing
an appropriate training events which are as given below:
Analyse It is first step which develop effective training plan for the company.
There are some factors which will identified by HR manager of the firm
that why they can develop training sessions for their employees.
Design This is the second step in which HR department of an organisation find
out the essential things and arrange their training programs according to it.
It is the responsibility of manager is to communicate with all functional
department of the company.
Development In this step the HR department is to collect all resources which must be
needed in development training program. There are various factors which
want to be required in the training sessions of the firm.
Implementation This is one of the important step of the organisation. In this stage HR
department need to implement all training program for the employees
which assist them in achieving goals and objectives. The company will
appoint a authorised person for implementing this training program.
Evaluation In the last stage the HR manager help in evaluating training and
development program which is necessary for the company. It also assist in
improving future training program.
3.1 Prepare an evaluation using suitable techniques
It is important to evaluate training outcome which are given to the employees. This can
help an organisation to measure effectiveness and efficiency of training (Fowler, 2013). The
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company's top management is necessary to analyse the training which will give cost
effectiveness or not. The firm should evaluate training on regular basis which assist in solving
issues and problems at the particular time period. There are various methods and techniques
which can be used by the company to measure the outcome of the training programs.
 Program clarification- The main purpose of training should be analysed in the training
programs. Each organisation should evaluate their level which must be clarified the
reason and need of the training sessions.
 Monitoring and accountability- The manager should monitor each task and activity
which will performed by the employees (Martin, McNally and Kay, 2013). It is the duty
of HR to deliver the necessary work on time and solve each issue or problem.
 Need assessment- The HR manager should ensure that the question which are asked to
employees that are related to the topic. The relevant question will ask the company can
not get the need of training and this can cause problem.
This evaluation assist in solving enterprise issues (Zhang and et. al., 2010). The
organisation can use on and off job training method for given training to their employees.
 Progress- This is last step which help in evaluating performance of the company that
will seeing the progress of the business operations. An enterprise can compare standard
performance with the actual for understanding the progress level.
Questionnaire
Q.1. Do you feel training is effective?
Yes
No
Somewhat
Q.2. Training session are as per your expectation?
Yes
No
Q.3. On what scale would you rate the training session?
It was useful
Great program
Q.4. Do you feel your skill and knowledge is improved?
Yes
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NO
Not satisfied
Not actually
3.2 Carry out an evaluation of a training event
The number of employees that assist in combining different training programs were 60
and they all filled the questionnaire to answer certain facts and figures. The result of this survey
is that most of the employees satisfied and some are not with the training sessions (Tierney and
Farmer, 2011). There are certain things which used to evaluate their response which are as under:
 Information attainment- After the feedback the organisation compare the actual
outcome with standard result. This will assist the company to find out the acquiring
prices. The firm measure the number of mistake which made by the staff members. The
HR manager collect data and analysed that what exactly worker feel about training
programs.
 Improvement in the business- It is the responsibility of the company is to measure
performance of employee after training session (Tims, Bakker and Derks, 2012). They
need to evaluate training program which helps in identifying role of workers.
 Behaviour claims- Company need to analyse the behaviour of their employees during
and after training sessions. Their behaviour can be positive or negative in each manner.
So an organisation can find out these issues or problems on time. There are some changes
which arises among employees after training sessions.
 Compare the benchmark- An organisation has to compare the standard performance
with actual of their employees in effective manner. The comparison help in collecting
data or information for improve in training sessions.
3.3 Review the success of the evaluation methods used
The US company people used different training methods or techniques to provides
training to their employees (Bishop and Pagiola, 2012). HR manager mention the success of this
training program. To measure response has been taken from employees. The outcome of this
training sessions are only based on workers behaviour or nature. The training methods assist in
12

improving skill and knowledge of an employee. This method will evaluate effectiveness and
efficiency of the training programs. It help in understand the performance of the company and
also identify that functions are performed in positive way or not. An organisation have to match
all business activities with their objectives and task. The company should properly used this
method for evaluation of training sessions.
These are the methods which gives result to the firm and solve issues or problems. This
techniques help to solve queries of employees within an organisation (Gennaioli and et. al.,
2012). Training program gives local concept and figures which gives better conclusion to the
company. Sun court company use this method in effective manner. It will use to evaluate
development programs of Sun court Ltd.
CONCLUSION
As per the above mentioned report can be conclude that Human Resource Development
is a model for helping staff members to create their knowledge, skills, abilities and capabilities. It
includes training and development, coaching, performance appraisal, recruitment and selection
and many other activities. Sun court provide training to its employees at various levels. Learning
help in changing and also acquiring things the last acquisition of some things. The learning
theories and the styles which are used by the Sun court is only focus on the efficient and better
results that can be obtained by some learning programmes as well as events. Systematic
approach is essential for business organisation to make training programs then they conduct
qualitative program in an effective manner. HR department tries to analyse and design training
sessions and conduct all other essential aspect of the company.
13

REFERENCES
Books & Journals
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Swart, J and et. al., 2012. Human Resource Development. Routledge.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp.3-13.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Vörösmarty, C. J and et. al., 2010. Global threats to human water security and river
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Daley, D. M., 2012. Strategic human resources management. Public Personnel Management,
pp.120-125.
Luthans, F and et. al., 2010. The development and resulting performance impact of positive
psychological capital. Human resource development quarterly. 21(1). pp.41-67.
McKenzie, L. M and et. al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total
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Jiang, K and et. al., 2012. How does human resource management influence organizational
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pp.366-391.
Bray, F and et. al., 2012. Global cancer transitions according to the Human Development Index
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Bishop, J. and Pagiola, S. eds., 2012. Selling forest environmental services: market-based
mechanisms for conservation and development. Taylor & Francis.
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Gennaioli, N and et. al., 2012. Human capital and regional development. The Quarterly Journal
of Economics. 128(1). pp.105-164.
Tims, M., Bakker, A. B. and Derks, D., 2012. Development and validation of the job crafting
scale. Journal of Vocational Behavior. 80(1). pp.173-186.
Lönnroth, K and et. al., 2010. Tuberculosis control and elimination 2010–50: cure, care, and
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Duflo, E., 2012. Women empowerment and economic development. Journal of Economic
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Rodríguez-Pose, A., 2013. Do institutions matter for regional development?. Regional
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