Human Resource Training and Development

The assignment details provided include a list of references from various books and articles related to sustainable development strategies, destination competitiveness, job demands-resources model, politics and power in multinational corporations, instrument development in the affective domain, industrial technological development, employee development, controlling immigration, family self and human development across cultures, institutional analysis and development framework, sustainable development economics and environment in the Third World, tourism and development in the developing world, case study as a research method. The assignment also includes links to online resources discussing different learning styles of organizations, advantages and disadvantages of training methods for employees and customer service, and the role of government in training and development programs.

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1 ...........................................................................................................................................1
1.1 Different learning styles of organisation..........................................................................1
1.2 Role of learning curve and importance of transferring it into workplace of an organisation
................................................................................................................................................2
1.3 Contribution of different styles and theories in planning and designing of a learning curve
................................................................................................................................................3
4.1 Role of Government in training, development and lifelong learning process..................4
4.2 Development of competency movement on public and private sector with its impact....5
4.3 Assess the way that contemporary training initiatives has contributed to human resource
development for Sun Court Ltd..............................................................................................5
TASK 2 ...........................................................................................................................................6
2.1 Comparing need of training at different level in Sun Court Ltd......................................6
2.2 Advantages and disadvantages of training methods used in Sun Court Ltd....................7
2.3 Systematic approach for planning and evaluating training event.....................................9
3.1 Evaluation for training event using suitable techniques...................................................9
3.2 Analysing of training event............................................................................................11
3.3 Review on success of method of evaluation...................................................................12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource development of an organisation is responsible for its business success. It
provides various training programmes for employment development in order to improve their
skills, knowledge and learning capabilities (Alarcon, 2011). A company can gets all its business
achievement through effective skills and better performance of employees. HRD provides all
opportunities for career development, mentoring, identification of employees and overall
development of organisation. Government of UK has made it mandatory for all organisation to
conduct training programmes in their workforce. This present report has been prepared on basis
of how HRD helps employees in their development. For enhancement of various techniques, Sun
Court Ltd. are taken as an instance, through which it has been also describing here what type of
learning methods this firm was adopted. This report also described the role and impact of UK
Government in training and development programmes.
TASK 1
1.1 Different learning styles of organisation
Every person has its own learning styles that shows his uniqueness from others. A person
can uses various techniques of learning in his style according to situation varies around him. For
instance, in an organisation, a worker can uses different techniques while performing various
tasks.Sun Court Ltd. has uses various learning styles at its workplace, some of them are
describing as below:
Fleming's VAK model:- It is a very common method used by majority of learners. It
provides an easy way to learn a thing that includes:-
 Visual- Learners who learn through visualising things like pictures, diagrams etc.
 Auditory- In this, learners learns by listening audio recorded sources. Kintestic- A person can learn through his experience.
4-MAT system:- This style of learning was introduced by Bernice McCrathy, which
consisted Brain Dominance theory. It includes following type of learners:-
 Innovative learner- The persons who are much creative come in this category. They
generally like to apply innovative practices in their learning process.
 Common Sense learner- It includes persons having problem solving approaches. These
persons normally process information after acquiring it in an active manner.
1

 Dynamic learner- These are special learners who learn in their own and independent
way (Altieri and Toledo, 2011). Analytical learner- Persons who learns in a conceptual or organised way comes in this
category.
Honey and Mumford: It was published by Peter Honey and Alan Mumford that consists
four folds:-
 Activist- A person learns according to different situations varies in an organisation.
 Reflector- A person who learns from observations come in this category. These type of
persons take a lot of time in analysing and making out the solutions out of it. Theorist- These people believes in doing a task through new experimentation and
exploration of innovative ideas.
Kolb learning style- This style of learning concerns on conceptualisation. A learner learns from
his past experiences, observations and perception. It consists:- Divergent- People in this category has an ability to observe and analyse information
related to organisation as well as provide their opinions and views on it. Assimilative- Learners in this, believe in theoretical output and use to solve their
problems according to prescribed guidelines. Convergent- Persons accept technical approaches for enhancing their skills. They are
practical learners as not believe on emotional attachment.
 Accommodation- In this category, learners are ready to take risk in facing challenges of a
particular situation.
1.2 Role of learning curve and importance of transferring it into workplace of an organisation
Learning curve is a personal skill improvement chart that describes through graphical
representation over time. This is also known as efficiency, productivity or cost curve. It
recognises progress of worker which vary with time (Bakker, Albrecht and Leiter, 2011). It
shows that if a task is performed several times on employees then time required at each iteration
will become less. These curves are relevant forSun Court Ltd. in taking decisions under:-
 Incentive structure set-up.
 Projections on capital requirement.
 Schedule of workforce based on future requirements.
2

Transfer of learning curve: It refers to an ability of applying a knowledge learned from
a previous situation to another new ones. Sun Court Ltd. uses transfer of learning curve in order
to see that if employees can utilize what they had learned in one situation to another.
Importance of transfer of learning in Sun Court Ltd.: Through using these curves at
workforce, enable this firm to understand that there is an increase in its productivity over a
period of time but with diminishing in rate (Bass, 2012). This firm needs to transfer knowledge
of employees into their jobs. For an organisation, its main valuable assets are human resource
who give their contributions in achievement of business goals. In the following manner,
importance of transferring learning in an organisation can be shown:-
 Adding value: It helps Sun Court in making future planning to accomplishment of its
goals and objectives. In order to get efficiencies of employees' work, it provides a
constructive learning and training practices through which they can learn new skills and
knowledges in their part.
 Utilisation of money value: For an organisation, it is very important to utilise their
money as much as possible. Sun Court Firm on concerning this, has invested a lot on
training programmes for employees to enhance abilities, which also helpful in their
development.
1.3 Contribution of different styles and theories in planning and designing of a learning curve
Main objective behind initiating a training program in an organisation is to enhance work
of employees in an effective manner. Sun Court Ltd. has provided very training programmes in
workforce of employees so that, they can contribute their efforts more in enhancement of
productivity of company (Coff and Kryscynski, 2011). This firm concerns more on need of each
employee that they want while performing a task also give them an opportunity to gain new
experiences through learning practices. In order to ensure effectiveness of learning practices, a
trainer note down the tasks to be learnt by them and result of the same which must be relevant
according to that. If outcomes comes in a positive way then it shows its effectiveness otherwise
not. A brief description on result of outcomes has shown below:-
Type Description of Capabilities Examples
Verbal communication It describes pre-existing
information.
Give reasons to follow
measures in an organisation.
3

Intellectual skills It includes rules and regulation
while solving a problem.
In order to meet customer's
demand on time, some special
type of computer applications
are to set.
Behaviours/Attitude It consists a personal act. Response to mails in a
specific period of time.
4.1 Role of Government in training, development and lifelong learning process
To remove barriers of employability of workers who has less skills and knowledge as
compared to other ones, Government of the UK has implemented some laws in all organisation
which is based on emphasizing importance of training and development programmes (Conway
and Barbier, 2013). Main purpose behind implementation of such laws is to provide a training
for all persons working in an organisation so that they can learn basic skills and knowledges
while performing an activity according to their job role.
Training: It is conducted in an organisation that helps the trainees in developing their
skills to do their job in a desired way.
Development: It is a learning process that can be done anywhere whether inside or
outside of an organisation. It helps a trainee in overall development of his personality that helps
in present as well as future also.
Life long Process: It provides an opportunity for persons in re-developing their skills as
well as to gain latest knowledges without pursuing long courses.
Role of Government has played a vital role in these training and development courses.
Ministers are responsible in providing further educations, employability skills and lifelong
learning process. These roles and responsibilities has been divided within- Department of
businesses, innovation, skills and local educations.
Responsibilities of Government are:-
 Training at workplace of an organisation.
 Provide further educations.
 Reform programmes as per qualification.
 Apprenticeship.
4

4.2 Development of competency movement on public and private sector with its impact
Competency movement has made organisations to concern about their performance gap.
Private firms are investing more in this sector as compared to public ones in order to gain
competitive advantages by increasing their competency (Crouch, 2011). As these firms don't
want competencies like performance fall in competitive disadvantages that brings poor service
quality, inefficient production, etc. Public firms also now concerning on competency movement
to lift up their performance at marketplace. Sun Court Ltd. which is a private firm made huge
investment in training its employees in an efficient manner. In order to develop its expertise
quickly, this firm used a steeper learning curve.
Competency movement and skills are necessary part of learning process. Higher success
rate of learning process and these movements in the rapid development of productivity has
influenced all firms whether private or public, small or large firms to introduce these in their
workplace. Learning process helps these companies to gain more confidence as well as increase
their productivity also.
4.3 Assess the way that contemporary training initiatives has contributed to human resource
development for Sun Court Ltd.
Government of the UK has taken many initiatives to provide small and medium firms
industry an effective training and development program in order to bring sustainability and
growth in economy. The trainings initiated by government are vocational and aimed at quick
learning generally in different parts of firms. As businesses of firms effect economy of a country
also. A company's economy is mainly affected much by performance of its employees. Thus, in
context with this Government has been putting more efforts to design the best learning options
for all companies according to their business requirements. Sun Court Ltd. are still concerning on
adopting the best learning method in order to get competitive advancement and further
development of its business organisation (Dao, Langella and Carbo, 2011). It has introduced
many training methods for its employees which will aid them to quickly adapt the changing
environment. It has provided training techniques according to level of employees and their job
role. The training has evaluated on concentrating customer's expectations, taste and life style as
well as through competitive positions, conditions at marketplace, future prospects and
5

adaptability factors. Government should initiate certain activities which will increase the ability
of workers they are as follows:
 Trade department
 Skill development department
 Pension department
For this regulatory bodies have duties to different organisations who will conduct various
events from which employees can increase their capabilities of doing their task in a proper way
(Demerouti and Bakker, 2011).
Thus, Sun Count has established different strategies which is aiding them to develop
excellent services and goods which they can provide to their customers. The main focus of this
company is to work as per the customer's needs and satisfaction.
TASK 2
2.1 Comparing need of training at different level in Sun Court Ltd.
Organisations need to provide different training programmes according to requirement of
employees at various level in their workforce that help them to do work in a better way. Since,
each department has different roles and responsibilities according to their work so, it demand of
various training techniques. Thus, for determining training techniques according to their job
roles, Sun Court Ltd has conducted an evaluation on the same. Based on departments and job
roles, following classification has done that describes training techniques they want:-
Management Customers Operational
From the management point of
view, to manage entire process
of organisation they want
practically learning in their
training techniques which is
essential in development of
qualities, skills, confidence
and motivational power of
them as well as to show their
At the training time, they need
to learn how to maintain queue
of customers.
In order to provide better
efficiencies, it need to correct
performance of employees on
time.
6

leadership in an effective
manner.
To identify diversity of work,
management need to review
performance of employees
(Dörrenbächer and Geppert,
2011).
To solve issues of customer
against their complaints on
time in order to gain loyalty of
them and to retain in company.
It needs an expert opinions for
improvement in performance
of employees.
Following are some levels in Sun court Ltd which help in giving training to workers:- Individual level: It helps in accomplishment of individual's need for developing skills
which is essential while performing a task. Operational level: Workers includes in operational activities are mainly focusing on
development of their members skills. Department level: This level of organisations engages in organising the training
programmes for all departments who are performing various activities.
 Organisational level: It includes that part of organisation who provides training where it
is necessary in order to reduce weaknesses of employees and deficiencies of working
system so that all activities can run smoothly within the company (Gable and Wolf,
2012).
2.2 Advantages and disadvantages of training methods used in Sun Court Ltd.
Sun Court Ltd. has used various strategies in order to train its employees. It organises
timely counselling session within employees and staff for their development. Management of
this company provides performance appraisal annually by recognizing performance level of
employees. Below are some methods of training with their advantages and disadvantages used by
this firm as:-
Methods of training Advantages Disadvantages
Performance appraisal It helps in bringing It will negativity among
7

motivational level as well as
empowerment of workers
according to their performance
and contribution in
accomplishing business goals
Sun court Ltd.
workers who are not
appraising for their
performance. They will feel
demotivation in them. It may
lead to conflicts and negative
crises among them also.
Role playing Employees are provided with
proper assistance so that they
can realize their capabilities
that helps them to achieve
company's success
(Hakansson, 2015).
Depending on role of
employees, it may lead to
decrease in performance level
of them.
Workshops It develops skills of employees
to perform a task
independently.
It takes a long process depend
on employees capabilities to
catch as well as expensive.
Discussion Through discussion of various
aspects for performing a task
successfully on time help
employees in increasing skills
as well as it they can share
their opinion, views and ideas
among others which improves
graph and communication
passes between managers and
them. It provides positivity
among them also.
Discussion of job role and
responsibilities are present in
an effective and healthy way
otherwise it will have no use.
8

2.3 Systematic approach for planning and evaluating training event
Training programs in an organisation help employees to identify issues as well as to face
and handle that on own risk. Sun Court Ltd. has used many training techniques as stated in above
part like group discussion which help in identify solutions of problems within staff. Thus, a
training event should includes all necessary elements that helps in complete employment
development.
A systematic approach in planning a training event:- Sun Court Ltd. has used a
problem solving approach in order to provide an effective training for its employees. It has
executed a decision-making process, in this employees would given some task-related to realistic
situations, in which they need to give proper solution of it. Through this process, employees'
problem solving skills can be developed as referred to their relationship, customer service,
proper management, etc. This firm also includes workers in its decision-making process that
helps in boosting motivation of employees.
The event training process: In this process, team members and managers of
organisation firstly will introduce themselves in front of all. Afterwards main action will start, in
which some questionnaire activities has carried out on each member that helps in ensuring their
orientation in a proper way. On that day of training, each employee has provided with a set of
instruction in which he has to find solution of it (Harrison, 2012). After then, all members will be
divided in some groups. These groups will evaluate solutions of each part in a certain period of
time. Through which result can be concluded. On the basis of result, management of company
will provide necessary suggestions on it for better improvement.
3.1 Evaluation for training event using suitable techniques
Analysis are referred to quality and effectiveness training sessions are determined which
is conduced by company. Sun court Ltd use programs of training and development for increasing
employees morals and values for developing working styles which are help in growth of
companies performance along with achievement of tasks and objectives. It will help in work
efficiency such as what will be the result after coordination of training program and performance
development, entire results and evaluation outcomes review is organised.
They can be conducted by these two methods formative and summative. Evaluation of
formative help in understanding of improvement process on other hand evaluation of summative
avail in understanding long and short terms objectives of Sun court Ltd.
9

Techniques and Tools
Sun court Ltd use different tools and techniques of evaluation are discussed below: Observations: HR of company responses are analysed while monitoring employees
through non participative and participative method of observation along with nature are
analysed and modifications in changes. By interview procedure: Through the methods of interview about interpersonal workers
skills which programmes of training are developed (Hollifield, Martin and Orrenius,
2014). Survey: Process of surveys are questionnaire are filled and others methods which can
analysing effectiveness during a training from employees.
 Receive outcome: They used analysing techniques for achieving results from employees
which are gain in session of training and development programme.
COURSE EVALUATION
Name_____
Department______
Work Location______
Email_______
Phone______
Rate each following question through chart utilization as per given guidelines:
1 2 3 4
Ineffective Moderately effective Effective Outstanding
In addition, keep your comments as needed.
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)
10

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)
7. Is the timing right for every course of module? (Score)
8. Is the media choice is accurate? (Score)
3.2 Analysing of training event
Purpose of analysing process in Sun court Ltd gives direction properly while training and
development programmes are coordinate for their employees. Process are help in taking further
decisions for properly development and growth of company. Concepts of evaluation refers
feedback of reviews occurs in firm and performance effectiveness of employees. They use
strategies effectively for executive efficient of process which assumes results. It will help in
benefits of whole organisations functions which are given below:
 review of training and development sessions
 help in taking effective decisions
 helps in deals with effective problems
 ignore conflicts and barriers
 assisting in alteration of program
 help in finding problems and menace which affect sessions of training and
developments
Discussed two kinds of training methods and evaluation by Sun court Ltd: Formative: In this reviews are analysed and employees feedbacks are evaluated after a
program of training without consuming time (Kagitcibasi, 2013). Individual opinions
and observations are asked.
11

 Summative: This is lengthy and complicated process which help in execution after
training and development program completed.
Manager of Sun court Ltd try to execution of different assessment process which help in
meeting correct information for taking a effective decisions.
3.3 Review on success of method of evaluation
Training assessment benefits are delivered to a companies process of making decisions of
events met by Sun court Ltd. This help in combining of expected output and actual for
understanding issues of the session of training. Change in quantitative will impact directly on
cost percentage and help in continue performance of industry. It gives a employees satisfaction
properly in company as per their needs. At a same duration, business operations, employees,
managers and other people of firm focus over disputes. Manager of human resources aid in
methods improvement that help in needs are fulfilled, goals and objectives in a effective way.
It is found that evaluation form which are having relevant questions are asked in a form of
evaluation. In evaluation form language is understandable and clear to workers. In a programme
of training are more effective in group discussion (Ostrom, 2011). In this time and space plays an
important role it involves certain methods which are:
Observation: in this process supervisors observe the behaviour of their workers so that
they can identify and evaluate the capability of an individual. Hence, it is essential that they
monitor the behaviour of their employees on a regular basis.
Feedback: It is necessary to get proper feedback from their customers so that they can
make changes accordingly. This will assist them to manufacture according to consumer's
interests.
CONCLUSIONS
It can be concluded from above report that there are different styles of learning in
organisation also discussed about importance of different styles of learning. Assignment
describes about importance of learning theories and styles for designing of learning events.
Describe of needs of training at all different levels of companies and provides suggestions for
using a assessment model which is suitable, advantages and disadvantages of different training
methods and a model of systematic is needed. It shows about importance of programmes of
training and development has meet their objectives and session of training has been conducted in
a proper way along with that also explains about role of UK government in development,
12

training, and lifelong learnings. It also describe about competency movement growth and their
influence in private and public sector.
13

REFERENCES
Books and Journals
Alarcon, G.M., 2011. A meta-analysis of burnout with job demands, resources, and attitudes.
Journal of Vocational Behavior. 79(2). pp.549-562.
Altieri, M. A. and Toledo, V. M., 2011. The agroecological revolution in Latin America:
rescuing nature, ensuring food sovereignty and empowering peasants. Journal of
Peasant Studies. 38(3). pp.587-612.
Bakker, A. B., Albrecht, S. L. and Leiter, M. P., 2011. Key questions regarding work
engagement. European journal of work and organizational psychology. 20(1). pp.4-28.
Bass, S., 2012. Sustainable development strategies: a resource book. Routledge.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp.1429-1443.
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.
Dao, V., Langella, I. and Carbo, J., 2011. From green to sustainability: Information Technology
and an integrated sustainability framework. The Journal of Strategic Information
Systems. 20(1), pp.63-79.
Demerouti, E. and Bakker, A.B., 2011. The job demands-resources model: Challenges for future
research. SA Journal of Industrial Psychology. 37(2). pp.01-09.
Dörrenbächer, C. and Geppert, M. eds., 2011. Politics and power in the multinational
corporation: The role of institutions, interests and identities. Cambridge University
Press.
Gable, R. K. and Wolf, M. B., 2012. Instrument development in the affective domain: Measuring
attitudes and values in corporate and school settings (Vol. 36). Springer Science &
Business Media.
Hakansson, H. ed., 2015. Industrial Technological Development (Routledge Revivals): A
Network Approach. Routledge.
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.
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).
14