Role of Learning Styles in Human Resource Development

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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