Role of Learning Styles in Human Resource Development

This article discusses the role of learning styles in human resource development (HRD) and their contribution in designing and planning procedures. It compares different learning styles such as Kolb's Learning Method, Mumford and Honey Model, and VARK Style of Learning. It also explores the importance of the learning curve and the transfer of learning to the workplace. Additionally, it discusses the requirements of training needs for staff at different levels and the advantages and disadvantages of various training methods. Overall, this article provides insights into the effective implementation of HRD strategies.

Human Resource Development

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Comparing different learning styles.................................................................................3
1.2 Role of learning curve and the importance of transferring learning to workplace...........4
1.3 Contribution of learning styles and theories during designing and planning procedures 6
TASK 2............................................................................................................................................6
2.1 Requirement of training needs for staff at different level................................................6
2.2 Advantages and disadvantage of various training methods.............................................8
2.3 Systematic approach to plan training and development for a training event...................9
TASK 3............................................................................................................................................9
3.1 Prepare evaluation using suitable techniques...................................................................9
3.2 Analyse training event....................................................................................................10
3.3 Review on success of evaluation method.......................................................................12
TASK 4..........................................................................................................................................12
4.1 Role of government regards with training, development and lifelong learning.............12
4.2 Development of competency movement which impact on private and public sector....13
4.3 Contemporary training initiatives introduced by UK government.................................14
CONCLUSION..............................................................................................................................15
REFERENCES..............................................................................................................................16

INTRODUCTION
HRD (human resource development) refers to employee assistance structure with the
purpose of personal and organisational skills development, emphasis of work performance and
stimulation of workers for future improvement opportunities. By the assistance of performance
management, planning, guidance, mentoring, training and development can be coordinated.
There are several functions played by human resource manager for meeting the effective
outcomes in a better manner along with enhancing the business operations of an organisation.
People R Us is a United Kingdom based consultancy firm that is suggesting the medium
or small business enterprises in industry to analyse and render programs of training and
development (Avey and et. al., 2011). The organisation, Sun Court Residential Home Ltd. is a
senior or old age care centre which hired this consultancy organisation for organising proper
sessions of training and development. Report will evaluate different theories and programs of
learning as well as designing and coordinating the learning program. It will help in evaluating
UK state role and meeting the program outcomes.
TASK 1
1.1 Comparing different learning styles
This is paramount for an organisation to organise the learning and development programs
through coordinating training for workers which can help them in fulfilling their duties in a
responsible way. Sun Court Ltd. can use various learning styles which are available in market
that company can implement in different situation lead the staff members to new work abilities.
Here are discussed some of the suggested learning style by hired consultancy organisation,
People R Us to Sun Court Ltd:
Kolb's Learning Method: The person who have also known as the pioneer of learning
styles is David Kolb, who has rendered the revolutionary theories and stimulated various another
styles as well (Barney, Ketchen Jr and Wright, 2011). It is one of the indispensable and effective
methods which lead to better concept of development.
Mumford and Honey Model: Motivated from the Kolb's style of learning, in 1986, Peter
Honey and Alan Mumford established their own learning method. In this, employee knowledge
enhancement and management in adequate ways. Here are main four elements of learning styles
i.e.:
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 Activist: In employee are engaged in the practices activity for the knowledge and skills
such as riddles etc.
 Theorist: These individual seek some theories and methods from happening incidents.
 Pragmatist: Such people believe in the theories and concept execution in company.
 Reflector: These individual reflects their environment and surroundings which they
experience.
VARK Style of Learning:This learning styles was established by Neil Fleming which is
based on the sensory modalities and representation system in programming of neuron-linguistc.
(Beardwell and et. al., 2013). This concept believes on the no limitation along over the learning
methods and help in attaining one's life-long learning. Here are components mentioned here: Aural: Learning can be attained through discussion, radio etc. suggest organisation to
carry out more such style of learning for their worker. Visual: This refer to the video or visual presentation such as charts, diagrams etc. through
which teaching or learning among organisation can easily be undertaken. Read: data learning from written formats like dictionaries, lists etc. Managing a proper
writeen documents of performed task can help in developing basic skills. Kinaesthetic: utilisation of individual's personal experience in the workplace.
Compare among different style of learning: All mentioned style of learning based on the
experience and level of consideration of an individual but they are different on the grounds of
level of information. On the other hand, proper experience of environment is the source of
learning in Kolb's style whereas level and style of communication is leading to development in
VARK but both are proper style of learning that Sun Court can make use of.
1.2 Role of learning curve and the importance of transferring learning to workplace
The learning curve concept refers to the performance of individual which is presented in
chart or graphical manner formed by Hermann Ebbinghaus (Brewster and Hegewisch, 2017).
This concept can be opted utilised in two different situation, first to analyse the performance of
worker and and second to measure the worker's productivity in a certain task. Here are
mentioned the learning curve of Sun Court:
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Illustration 1: Learning curve, 2017
The graph discussed in the work, which has been represented above can help an
individual in meeting the desired outcome at Sun Court Ltd. The worker of the respected
organisation are never been provided training, for which they hired People R Us in meeting the
level of high performance (Conway and Barbier, 2013). Here are discussed few components that
can assist and influence learning curve Increase the control of outcomes in an effective way
along with using the management of risk and proper figures.
 They should manage the workplace issues and conflicts that emerge while developing
internal working environment.
 Developing the worker's standard of living.
 Use of cost and capital in an effective way.
 Worker encouragement and stimulation in regard of professional and personal work
performance.
Sun Court can use the numerous learning styles and methods for their employee
improvement along with the performance analysis method with help of People R Us consultancy
company. It cab lead company to worker relation management along with better work
productivity.
1.3 Contribution of learning styles and theories during designing and planning procedures
Sun Court Residential Home Ltd. is care home provide service to old age or senior
people. The company is consulting the activities of training from People R Us, an consultancy
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company. By utilising the effective and impressive techniques, organisation can emphasise their
learning manner within the determined period of time among their members of staff (Dao,
Langella and Carbo, 2011). The Kolb's learning style, Honey and Mumford model etc. can help
in meeting the level of learning and development. These provide huge contribution in the
practices or operations of planning and designing procedure which are discussed here: Concealed Point Clarification: It can help in exploring and seeking several uncovered
elements that can be utilised for the performance betterment of worker. Stimulate Worker: This framework help in motivation of worker leading them in better
direction so the company can meet the desired outcome in proper manner . Help in Meeting the Connection Elements of Organisation: It can influence the process
of designing the programs or business operations through justifying or seeking many
elements of this. Develop the alternative and recent efficiency: Hence, the learning style method assist in
considering the designing procedure as well as substitutes which can aid through
enhancing the efficiency of plan.
 Mentality and Behaviour Pattern: It can aid in designing the various procedure which
can positively influence the worker behaviour pattern and mentality along with one's
perception. The entire procedure aid in decision-making and managing plans according to
the of preference of worker.
Thus, the respected factors play a vital role in the planning procedure along with the
assistance of various style of learning. For e.g.: the learning style enhance the decision-making
skill of worker, and level of performance along with working skills and abilities which indirectly
aid the company in meeting the determined objectives supporting the best services to company.
TASK 2
2.1 Requirement of training needs for staff at different level
There are different organisation types which owns different duties and responsibilities in
the industry for which they organise various strategies in effective manner (Flamholtz, 2012).
The Sun Count Ltd. need to organise proper training and development programs for their worker
for which company has hired People R Us an consultancy company. On the initial level, an
enterprise need to analyse their worker's performance in order to understand the need of training
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and development. There are different level department of personnel which manage the needs and
activities which is required for worker. Sun Court first need to imply proper manner of training
i.e.: On-the-job Training: In the organisation, enterprise coordinate the training and learning
session within company that can help worker in meeting desired outcome and knowledge.
 Off-the-Job Training: It is often coordinated for supporting the activities of
brainstorming is organised in the external environment such as resort etc. .
Supporting development and training session which directly benefits to country through
the company can attain their market share and competitive edge (Ghai and Vivian, 2014). Thus,
the requirement and demand of proper learning programs for accurate knowledge and skills
would influence differently on different organisational level: At Company level: In enterprise, it is require to coordinate the off-the-job session of
training for the employee enhancements in different division in order to get better
qualities, skills and knowledge among workers. The increment in performance of worker
are radical that can assist in meeting the determined objectives and better service to
senior consumer within the certain time period. This consist of case studies, conferences
and workshops, etc. which lead to brainstorming activities, behaviour improvement and
resolution of complicated situations from the workplace of Sun Court Residential Ltd. At the Occupational Level: In order to maintaining the better organisational level, this
types of activities are organised. The worker are assigned the specific task which they
need to attain within the allotted time period. It can lead the Sun Court Ltd to new skills
improvement and betterment in existing skills of employee affecting the company's
productivity and overall performance.
 At Individual level: For enhancing the duties and responsibilities of worker, the session
of training are organised for individual person (Grossman and Salas, 2011). Employee are
performing better work that is leading the success and growth in Sun Court Residential
Ltd.
2.2 Advantages and disadvantage of various training methods
As Sun Court limited adopted in various types of training program that have cater the
positive as well as negative influence for them in the next time. Thus, this is essential to analyse
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the need of proper training before organising training programs. Here are some of the merits and
demerits of such methods of learning or training:
Training methods Merits Demerits
Coaching & instructing This help in removing the flaws
and drawback of worker leading to
better performance and more skills.
This can lead to communication
and behavioural issues if junior
does not work or perform the
operation according to leader.
Apprenticeship Through appreciation of better
performance of worker,
enhancement of their values and
morals is done which lead to better
productivity.
It can direct other worker toward
dissatisfaction and demotivation
cause of lack of proper
development and learning.
Job rotation It help employee in meeting the
knowledge and experience in
various sector.
This lead to stress and more
unsatisfied workplace in the Sun
Court.
Lectures & conference It help in supporting worker the
better chance to meet new
information and data through the
accumulation of other's opinion
and knowledge. This is one of best
and interactive techniques.
This may lead to organisation
internal conflicts or issues by that
can lead to reduce in productivity
and negative influence.
Case study It support employee among
organisation which help in meeting
the present and future conflicts and
issues within the environment of
business.
Sometime the single study of
case does not suit the other
elements or conditions of
organisation.
2.3 Systematic approach to plan training and development for a training event
It is significant for the respected organisation to coordinate and execute the session of
training in adequate way in order to meet the organisation's goals and objectives (Guest, 2011). It
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is fundamental for the manager to conduct such activities for gaining more skills and knowledge
that help in development of motivation in worker. Here are mentioned some of the systematic
design that is needed for the session of training discussed under:
Aims of Company: In this level, the employer of company recognise and set the objective
and aims of company for the coordination of training session according which the activities
implementation is made. Radical objectives is set to meet the skills and knowledge of employee
who agree for performing the responsibilities and duties in effective manner.
Setting of Training Requirement: In this techniques, this is essential for employer to
identify the needs of training session for resolving issues and conflicts in effective style (Hobfoll,
2011). It can aid company in formulation of training plan as well as meeting the abilities which
the organisation require for.
Execution of Training Session: In tis stage, the organisation is implementing the training
session by managing proper place or information.
Strategies of Designing Training Session: In the last stage, manager has effective
strategies plan for coordinating such programs for the different division and purpose in company.
The company need to imply various methods of training according to the requirement of
enterprise which can lead to worker development.
TASK 3
3.1 Prepare evaluation using suitable techniques
Training evaluation method refer to the process of curriculum development analysis
occurred after the period of training. After facing issues of less governmental funds in the
organisation, the company is facing various problems and conflicts within the workplace, for
which Sun Court Ltd. need to enhance profitability in the health and social care sector. In order
to increase the work efficiency, the company is meeting new efficiency level of worker and
skills. With the help of People R Us, organisation is implementing various programs of training
in the company that can help organisation in meeting new level of funds and resolve the
complicated situation among state of UK related to management of funds (Knowles, Holton III
and Swanson, 2014). There are various methods through which the evaluation of work can be
done in the organisation by People R Us that can enhance the performance.
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There are two basic evaluation methods i.e. summative and formative. In the summative
evaluation, company help in considering the development process, whereas formative evaluation
refer to the short and long term support delivery to the aims of company in Sun Court Ltd.
Kirkpatrick's Framework: This concept was established by Kirkpatrick in 1959 that
discuss major four training levels optimised by an organisation which is mentioned as below: Reaction: Measurement of training and time of training is being managed on the basis of
response. Learning: Through different ways, measurement of different learning in organisation is
being made. Behaviour: Behaviour of trainee is being assessed after session of training. Result: At last, evaluation of result is conducted for achieving the several elements of
training (Martin, McNally and Kay, 2013).
Techniques and tools: Here are mentioned some tools and technique which is discussed here: Survey: Through undertaking this research method as a tool, in which the questionnaires
techniques can be used. It is also considered as one of the best method of evaluation. By Interview Procedure: Through interviewing the skills of communication of worker,
one can analyse training methods.
 Observation: It is also one of the effective approach that help in understanding the nature
and characteristics of worker through observing their performance and workplace
behaviour.
Thus, response support the concept of two way communication which help in meeting the
proper communication purpose along with conveying the communicated message in effective
way. Sun Court can add value to their worker's performed action through the assistance of such
activities.
3.2 Analyse training event
The major purpose of evaluation of training programs is to analyse its influence among
employee and other staff members along with hinder issues from the company. (Pedler, 2011).
This can also aid in growth and development of organisation with the effective suggestion from
People R Us. The purpose of this procedure is to analyse the changes and response of worker
linked with it. It can utilise various strategies for the analysed outcome in better manner. The
process can aid in attaining the encouragement and development at time of decision-making.
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There are several types of merits that company as Sun Court Ltd. can attain which is
mentioned as below: Review of training period/session.
 Assist in programs alternation.
 Reduce barrier and conflicts.
 Help in removing and declining menace and issues which influence the future programs
of training in positive way.
Also here are described some the radical sort of evaluation which People R Us are
organising for training programs assessment in Sun Court Residential Care Home Ltd.: Summative: This is a complicated procedure that aid in execution of whole development
and training session.
 Formative: In this level, review and feedback of employee is being assessed after the
training session without making one and more than one time (Rosenbusch and et. al.,
2011). This review of opinion and method of observation, process can be used in
effective manner.
Employer of company make effort to execute several strategies for the programs and
procedure through which organisation can assess to more information and make effective
operational judgements according to the business environment and consequences.
3.3 Review on success of evaluation method
Development and training session refer to various programs which render the different
benefits to the company linked with Sun Court Ltd. The issues in the programs of training is
being identified through assessing the standard and actual performance of worker while
performing a specific task. They deliver the required and essential information linked with the
proper events of training about entire session of training event. Through observing recent event
of program of training, the company enable effective supervision and leadership within the
association which lead to proper work and performance (Singh and et. al., 2011). Through the
help of this, worker can enhance their performance and manage the business activities at
different level as well as maintain requirement and demand through managing the activities,
which help in fulfilling the requirements of organisation.
Thus, training evaluation can render better performance and enlarge the effectiveness and
profitability level. Company can resolve the problems through this which has emerged among
the worker and modify their workplace.
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TASK 4
4.1 Role of government regards with training, development and lifelong learning
Training refer to the learning, development and teaching procedure, deliver new skills
and widen the knowledge criteria. Sun Court Ltd is working in health and social care industry
funded by local state authorities. United Kingdom state is now organising the development
values and training that is concentrated over the issues and barrier that is worker face. The idea
of life-long learning has become the main communities and backgrounds. People R Us are
delivering programs or session that is rendering services and products which influence the user
of services. For achievement of such activities, government is organising the programs which
can help in attaining the future and present development and economical increment in company.
Sun Court Ltd.: The organisation is improving their infrastructure and other activities of
home care provide for proper servicing to users of service. The government used to fund this
company more than 40-50% of their share which now has decreased due to development in the
home care activities. Now the government is complying the training and development sessions in
organisation on mandatory basis for betterment of the worker as well. Here are some of the
activities which are mentioned as below:
Marketing of Training: Organisation can opt the entire methods of marketing which is
linked with components for their employee. This is used to consider what and how the tools of
marketing and promotion can be performed for the better productivity in which the programs of
training can help.
Working Rendering Service Skills: This is required for worker to understand the major
working skills that can aid them in rendering worker proper satisfaction. It can aid in managing
consumer communication with organisation which can help in managing proper employee
relation to the company and meeting the products and services linked skills.
B2C and B2B: The business deals to business organisation refer to the B2B, on the other
hand, Business deals with clients or consumer referred as B2C. These are the effective
techniques through which management of investors and sponsors can be made in the company.
By this, one can meet their determined goals and objectives in ideal way.
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4.2 Development of competency movement which impact on private and public sector
Management of performance of employee are administrated and measured by the Sun
Court Ltd. Workplace. Thus, the program of competency can help worker in assessing the
worker's core competencies as well as abilities and skills of worker. Here are discussed
responsibilities and duties that Sun Court Limited need to consider for their development: Core Competence: This depend on the organisation's attribute, behaviour, traits and skills
which can help worker in development. Through the assistance communication, analysis
procedure and management of performance critically. Evaluation of Ability: This is related with the performance and the influence of those
work on the organisation's programs. Core and Job Competence are determined and set
by the objectives and task of organisation. Benefits: Influence of performance can help in objectives attainment and several other
programs that can render different benefits to company along with Sun Court Residential
Care Limited. The organisation are performing in operative way that are using effective
strategies for the efficient execution.
 Job Competence: Abilities and skills are paramount elements within the workplace for
activities and performing various operations. A certain or particular job help in meeting
the job competences. This can also help in meeting the requirement of knowledge to
compete within the determined period of time.
4.3 Contemporary training initiatives introduced by UK government
Government of United Kingdom are undertaking several initiative for the development of
employee or personnel in order to evolve them in business industry. Through rendering the
accurate procedure of human resource development, state of UK can make the enhancement in
living standard of working people within a company. There are various division made for
different functions which is mentioned under:
 Department of health division.
 Department of commerce.
 Education and Skills department.
 Pension and work division.
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The supported United Kingdom service in United Kingdom are aiding government and
private organisations like Sun Court that is supporting various benefits that can be discussed as
below:
 Effective operations of business can support that can help in meeting the demand and
needs of an individual.
 Developing knowledge as well as skills through enhancement of norms by arranging the
training as well as development session.
 Checking practices performed by worker for meeting their aims and emphasising their
living standard in UK society.
 Investment of financial asset for operations of business and practices through helping
certain known and reputed institutions or universities in best way.
 The abilities and skills of operations of business through industry that are linked with the
council of skills.
These are United Kingdom's government which is delivering the business sector various
welfare programs within an organisation for the worker development and advancement (Active?
Pragmatic? Reflective? What type of learner are you?, 2017). It will help in the private sector of
enterprise in meeting their qualified candidates according to demands of workplace. The resected
company will utilise the collaboration approach for effective outcome and better workplace
functioning in order to meet desired outcome.
CONCLUSION
It can state from the respected report that through performance management help
planning, guidance, mentoring, training and development can be coordinated by an organisation.
Style of learning is based on the experience and level of consideration of an individual but there
are different level of information. By utilising the effective and impressive techniques
organisation can emphasise their learning manner within the determined period of time. On the
initial level, an enterprise need to analyse their worker's performance in order to understand the
need of training and development. This is significant for a company to coordinate and execute
the session of training in adequate way that can help in meeting the organisation's goals and
objectives. Training evaluation method refer to the process of curriculum development analysis
occurred after the period of training. Response support two way communication that can help in
establishing proper communication and attaining communication purpose. There are two basic
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evaluation methods i.e. summative and formative. Training refer to the learning, development
and teaching procedure deliver new skills and widen knowledge criteria.
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REFERENCES
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Dao, V., Langella, I. and Carbo, J., 2011. From green to sustainability: Information Technology
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Ghai, D. and Vivian, J. M., 2014. Grassroots environmental action: people's participation in
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Grossman, R. and Salas, E., 2011. The transfer of training: what really matters. International
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Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human resource management journal. 21(1). pp. 3-13.
Hobfoll, S. E., 2011. Conservation of resource caravans and engaged settings. Journal of
occupational and organizational psychology. 84(1). pp. 116-122.
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.
Martin, B. C., McNally, J. J. and Kay, M. J., 2013. Examining the formation of human capital in
entrepreneurship: A meta-analysis of entrepreneurship education outcomes. Journal of Business
Venturing. 28(2). pp. 211-224.
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Pedler, M. ed., 2011. Action learning in practice. Gower Publishing, Ltd..
Rosenbusch, N. and et. al., 2011. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp. 341-358.
Singh, G., and et. al., 2011. Inclusion and diversity in work groups: A review and model for
future research. Journal of Management. 37(4). pp. 1262-1289.
Online
Active? Pragmatic? Reflective? What type of learner are you?. 2017. [Online]. Available
through: <https://www.marketingcollege.com/insight/active-pragmatic-reflective-what-
type-of-learner-are-you>.
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