Human Resource Development in Organisations

This assignment delves into the crucial field of Human Resource Development (HRD). It examines the fundamental principles of HRD and its significance in fostering organisational growth. The document also discusses various HRD strategies and techniques employed by organisations to enhance employee skills, knowledge, and performance. It highlights the role of spiritual intelligence (SQ) within HRD frameworks and references relevant academic sources for a comprehensive understanding.

HUMAN RESP
OURCE DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
LO 1.................................................................................................................................................1
1.1 Comparing different learning styles.................................................................................1
1.2 The role of the learning curve and the importance of transferring learning to the workplace
................................................................................................................................................2
1.3 Contribution of learning styles and theories when planning and designing a learning event
................................................................................................................................................3
LO 4.................................................................................................................................................4
4.1 Role of government in training, development and lifelong learning................................4
4.2 Impact of competency movement on public and private section.....................................5
4.3 Contribution of contemporary training initiatives introduced by UK government to HRD
plan undertaken......................................................................................................................5
TASK 2............................................................................................................................................6
LO 2.................................................................................................................................................6
2.1 Comparing the training needed for staff at different levels in Sun Court Ltd..................6
2.2 Advantages and disadvantages of training methods used in at Sun Court Ltd...............7

INTRODUCTION
The concept of Human Resource Development (HRD) deals with planning a framework
for the employees with a view of improving their skills and efficiencies, which would further
lead to an increased growth and development for the organisation. Humans, in the context of
every business related activities, are considered to be an important resource for carrying out
operational activities for that ventures. An effective HRD plan adopted in an organisation by the
appointed human resource managers, enables firm to reduce employee turnover as well as
retention among the employees, by developing healthy as well as smooth relations with them. As
per the human resource development plan, the employees are provided with fulfilling their
training and developmental needs. The present scenario of Sun Court Residential Homes Limited
states its realisation of training needs to be provided to the staff appointed in respect of providing
specialist care for patients suffering from dementia. Earlier, it used to provide generalised
services to the old people, but, due to the changes in policies by concerned government, it has
now decided to provide specialised care to dementia patients.
TASK 1
LO 1
1.1 Comparing different learning styles
There is numerous staff appointed at present organisation, in order to deal with different
venture related activities. With a view of adopting a specialised home care services to be
provided to old age people suffering from dementia, that too in an efficient manners, the
managers appointed must develop an effective training and developmental session for its
employees (Reed, 2017). Each and every personnel carries a different perception and level of
learning, thus, a learning style, which is most suitable for the individuals appointed in the firm
must be undertaken. The different styles of learning that can be adopted by HR manager are
explained in detail as under: Activist: these kind of learning is preferable or suitable for those individuals, who are
ready to learn everything in an optimistic manner. They are enthusiastic enough to
undertake any given job or task, if once they have been explained about the job they are
required to be performed.
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 Reflector: The reflector kind of learning style can be adopted for people working in the
mentioned company, who think before they act. In other words, it is suitable for those
who analyse each and every fact relating to a particular job to be performed, before
undertaking that activity.
Theorist: This style of learning is applicable for those individuals whose perception relating to
the work to be performed is based on the related theories, principles and models (Delahaye,
2016). In general terms, the theorist kind of employees can be trained for the job to be performed
with related theories or models prepared in the context of the same.
 Pragmatist: Another type of learning style is pragmatist, which is suitable for those
employees in the cited business who are able to understand a particular fact or matter in a
more practical way. These employees should be provided with practical knowledge of the
work that is designated to them.
Present venture may resort to any of the above mentioned learning styles, in order to
provide effective training session to the employees regarding the specialised services to be
provided to its patients of dementia.
1.2 The role of the learning curve and the importance of transferring learning to the workplace
A learning curve is prepared in accordance with the performance of the employees. It
records the cost incurred per unit of output on a graph, a decrease in the value of cost per unit
leads to a downward slope for the learning curve, which states the enhanced efficiencies on the
part of employees as a result of which the cost decreases. In general terms, the learning curve
prepared can be used to determine the productivity of appointed employees (Pieper and Van der
Hoeven, 2016). The learning curve prepared by the mentioned organisation would enable the
employers to determine the effectiveness of the learning style and training session adopted to
develop skills in appointed staff.
The estimation of learning curve is based on the concept that, the reduction cost incurred
in serving per patient is a result of efficient services provided by the appointed staff at the Sun
Court home cares, which further led a firm to charge less to the patients for the services that are
being provided. The appointed staff would become expertise in providing dementia services, as a
result of continuous performing the activities or job they are delegated with. Majorly there are
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three types of learning curves that can be used by the appointed managers at present
organisation, which are discussed as under: Unit curve: This curve is represented on log-log paper, which records the cost of
production for single unit and draws a line of learning curve. Cumulative total curve: This type of curve is plotted as per the total efforts taken by the
employees in a venture.
Cumulative average curve: This curve is represented on a graph, by plotting the cumulative
average efforts for each unit produced (Bratton and Gold, 2017).
These curves are widely used in the operating businesses in order to apply a learning
theory and evaluate the enhanced performance generated as a result of those learning styles.
1.3 Contribution of learning styles and theories when planning and designing a learning event
The learning styles and theories adopted by the mentioned organisation enables the
appointed employees to understand in detail about the changes that have been undertaken in the
firm regarding provision of specialised homes care services to dementia patients. It ensues the
employees to develop an understanding of objectives behind the generated change in services to
be provided by the cited firm (Brewster and Morley, 2016). All these together leads the staff
appointed in the company to deliver an enhanced performance or job, thus, generating efficient
as well as beneficial results for the venture.
In order to generate efficient and desired results from the learning styles and theories
adopted, it is essential for the managers to ensure that the training session programmed is in
accordance with the objective to be achieved by the venture. The managers are required to
ensure that the sessions conducted are effective enough to provide relevant guidance or
framework that is needed to be followed by the appointed employees. The learning theories
enables on the part of employers to develop skill based knowledge and expertise in the
employees who are required to inculcate changes in their workings and serve the clients or
patients (Baum, 2016). It generates a sense of responsibility on the part of individuals in
performing activities of their task.
The learning theories and styles are adopted by taking into consideration the behaviour
and attitude of various employees that have been appointed in the venture. These enables the
managers to adopt a suitable as well as applicable style of learning and thus, involving active
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participation on the counterpart of personnel working in the mentioned enterprise. Also, the
learning styles adopted differ from organisation to organisation, as different firms operate with
different objectives to be achieved in the long run, thus, a suitable theory is adopted accordingly
by the concerned managers (Baum, 2016).
LO 4
4.1 Role of government in training, development and lifelong learning
The government of UK plays a major role in the context of providing finance to the
training and developmental sessions adopted by the ventures operating in the economy. Te
present scenario in this report also states the similar situation. As per the current condition, the
British government has decided to reduce funding for the generalised services that are being
provided by the mentioned firm, instead, it has decided to provide more funding to care homes
that are providing specialised services for old people suffering from dementia, thus, the venture
has decided to change its services from generalised to specialised.
The funds raised from government enables the ventures operating in an economy to
undertake its various functional activities in a smooth manner. As human resource development
plan requires a huge investment to be made in the context of training the employees and thus,
generating skills and expertise, the financing provided to the organisations by government is of
utmost importance. The executive manager of Sun Court home cares Ltd., used to consider the
training and development programmes for staff as a less relevant and useful activity to be
undertaken. But later on, the manager has realised the value of training and development
programme initiated at a business to perform delegated job and provide services to the clients.
The government of concerned country plays a significant role in the context of providing
apprentices and lifelong learning programmes. Lifelong learning programmes adopted enables
the individuals appointed in a firm to develop those skills which would be beneficial for the rest
of their lifespan, on personal as well as professional ground. The government of UK has also
decided to increase its funding for training and development programmes, this financial
assistance enables the business organisations to adopt effective sessions fulfilling training
requirements for that venture (Nolan and Garavan, 2016).
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4.2 Impact of competency movement on public and private section
The movement of competency refers to sessions or programmes or movements
undertaken in an organisation, with a view of increasing the potential, abilities and skills on the
part of appointed employees. These competency movements enable the employers to determine
the core competencies of the employees related to the work that they have been assigned. The
impact of competency movement on private as well as public sector is presented or evaluated in
detail as under:
Increased core competencies: Core competencies refer to the basic characteristics and abilities
of a person, which differs that individual from other appointed employees in the organisation.
These competencies are reflected from the written as well as communicational skills of the
employees, the creative thinking capabilities of the individuals, skills regarding management of
time, etc. All these skills together on the part of employees, brings effective and efficient results
for both public as well as private sectors (Reiche and Oddou, 2016). Job competency: These skills are in reference to the job or task that are to be performed
by the appointed employees. The competency movement undertaken by a venture
enables the appointed managers of that firm to develop an understanding among the
employees regarding the work to be done and framework to be followed in accordance
with the same. This job competency generated ensures the business to achieve desirable
results and thus, earn more profits. Evaluation of performance: The training and developmental programme movement
undertaken enables the managers appointed at a firm to determine and evaluate the
improvement in the performance generated due to the training session introduced.
 Improvement in performance: The competency programmes are introduced in a
company, whether public or private, with a sole view of increasing the efficiencies and
thus, improving performance of employees.
4.3 Contribution of contemporary training initiatives introduced by UK government to HRD
plan undertaken
The training initiatives, i.e. programmes introduced by the government of UK, has
enabled the executive manager appointed at mentioned organisation, i.e. Sun Court Ltd., to
understand and realise the importance of undertaking human resource development plan in the
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context of growth and developmental objectives of the venture. The contribution of these
sessions introduced in the operational activities of the current entity is explained in detail as
under: Enhanced productivity: The training and developmental sessions that have been initiated
by the cited venture has led to an increased efficiency in providing improved home care
services to dementia patients, by the appointed employees. This has led to an increased
productivity as well as efficiency on the part of organisation as well. Providing motivational spirit: The developmental programmes conducted has enabled
the executive manager appointed at present firm to provide motivational spirit of working
more effectively and effectively for the betterment and goal achievement of the
organisation.
Solving grievances or problems: The training session adopted has resolved the problems or
doubts relating to the task to be performed on the part of employees. This has enabled them to
provide more enhanced services to the dementia patients (Marchington and Kynighou, 2016).
 Creativity factor: The developmental plan clears the concept of individual relating to a
particular task that they are required to perform. A clear understanding of each and every
fact has enabled the appointed individuals to develop new, innovative as well as creative
ideas with reference to the job they are required to perform.
These are the major impact of training and developmental initiatives undertaken by the
UK government, which further motivated the executive manager of concerned firm to introduce
such sessions for its staff.
TASK 2
LO 2
2.1 Comparing the training needed for staff at different levels in Sun Court Ltd
An organisation or a business venture, irrespective of its nature of activities performed,
need to analyse the training needs at different levels along which the employees are operating.
The term, training needs, generally defines the gap between current knowledge as well as skill
and the required knowledge to perform the job on the part of appointed personnel in the venture.
The appointed executive manager at the present home care firm need to analyse need or
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requirements of different training and developmental programmes for the staff appointed at
various levels (Chelladurai and Kerwin, 2017). This would enable the manager to effectively
inculcate the change that have been adopted in the context of providing specialised facilities of
dementia to old patients. In general terms, the different training needs for employees appointed
at different levels in an enterprise are divided into three broad categories, a detailed description
of which is presented as follows: Organisational training needs: The training needs analysed, in respect of achieving the
long term objectives of the firm is termed as organisational training needs. This type of
need is analysed at mentioned organisation, as the main objective of training session
undertaken is to enable the staff appointed to provide efficient health care services to
dementia patients.
Occupational training needs: The occupational skills that are required by the employees
appointed in an organisation refers to the knowledge required to perform the functional activities
in that firm. The appointed individuals in the mentioned company are required to behave in an
effective manner while treating a patient, they need to posses a good communicational skills, a
thorough knowledge about the disease that the patient is suffering from. This training needs
have been analysed in the mentioned venture, as it has resort to inculcate changes in its services
being provided to the patients (Sparrow and Chung, 2016).
 Individual training needs: The individual training requirements refers to the need
relating to an employee in order to develop skill and expertise in that person, to perform
his individual task in a more efficient manner.
2.2 Advantages and disadvantages of training methods used in at Sun Court Ltd
There are various training methods that can be used by an organisation in order to
develop skill and competence in its new and existing employees. The training methods are used
in order to provide efficient offerings relating to various products and services to the customers
and generate satisfaction on their part. The mentioned venture, i.e. Sun Court Care Homes Ltd.,
can resort to different available techniques of training and development in order to inculcate the
adopted changes in an effective manner (Wilton, 2016). These different training methods, along
with their advantages as well as disadvantages are explained in detail as under:
 In house training: The present organisation may appoint an individual from the existing
staff to provide training related to the services to be provided to dementia patients. The
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existing employees assigned with this duty or responsibility need to have efficient as well
as detail knowledge about how to treat the concerned patients in more effective way.
 Advantage: It is less time consuming as well as cost effective.
 Disadvantage: This type f training method may not prove to be much effective, as it
may increase the burden on a single person.
Professional training: In this type of method used for providing training to the employees by
the mentioned organisation, a professional body or firm is appointed in order to fulfil effective
training needs or requirements of individuals appointed in the firm. The changes that have been
undertaken in the present venture can be best explained by professional bodies, in respect of
providing effective as well as efficient health care services to old patients suffering from
dementia (Kavanagh and Johnson, 2017).
 Seminars: Seminars can be conducted by the executive manager of cited firm, which
includes all the necessary details required to be understood by the employees. This
method can enable the managers to bring desired results for organisation.
2.3 Systematic approach to plan training & development for training event
With a view of undertaking an effective training programme, a systematic approach
related to the same has to be adopted by the appointed managers in an organisation. The
executive manager of mentioned firm, i.e. Sun Court Care Homes Limited, need to adopt a
systematic approach or procedure in order to prepare the individuals working in that venture to
effectively inculcate the changes that have been made. The procedure needed to be followed is
discussed in detail as under:
 Determining the goals and objectives: The very first required to be undertaken in this
context is to determine the goals and objectives of the firm well in advance, and
accordingly the training programme must be taken into consideration.
 Determining the needs for training: After the determination of goals and objectives of
the firm, the manager appointed at mentioned organisation is required to analyse the
requirement for training at different levels as per the changes undertaken in provision of
services.
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 Setting aims and objectives: The next step to be taken into consideration with reference
to developing an effective training programme is to set up the aims and objectives to be
achieved by the employees after the completion of developmental session. Designing the strategy for training: The determination of planned goals for training
session is to be followed by designing an effective strategy to achieve those. Implementing the designed strategy: A plan or a strategy is needed to be followed by its
effective implementation, in order to achieve desirable results for the organisation.
Validation of training programme: It is essential for the appointed manager in the mentioned
firm to make ensure that the training and developmental plan that has been adopted is suitable as
well as applicable and is generating desired results. Necessary changes are required to be
undertaken by the executive manager if the implemented plan does not reflect effective results
(Ahmed and Akhtar, 2016).
LO 3
3.1 Evaluation for a training event using suitable techniques
Implementation of an effective training and developmental programme in an organisation
is to be followed by its effective evaluation of the outcomes generated. The process of evaluation
determines improved skills and expertise on the part of employees, as a result of adopted training
sessions in an entity. The executive manager appointed at present enterprise can resort a number
of techniques that can be adopted to evaluate the performance of developmental session
undertaken. A detailed evaluation of these techniques has been presented as below:
 Formative: This is a kind of assessment made by the employers in respect of determining
whether the results generated are desired or not.
 Process: This type of evaluation enables the mangers to collect information regarding the
knowledge and skill gained during the process or mechanism of training.
 Outcome: Outcome evaluation ensures the appointed managers of cited organisation to
determine that the outcome or performance generated is as per the desired results or not.
 Impact: The impact evaluation enables the managers to derive the impact of training
programme undertaken on the strategic goals to be achieved by the mentioned venture.
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The above mentioned techniques can be used by the executive manager of present entity, i.e.
Sun Court Home Cares Ltd., with a view of evaluating the performance of employees and
achievement of the desired goals as well as objectives. This kind of evaluation is necessary to be
undertaken in the context of training and developmental session adopted in a venture, as it
ensures the concerned managers to determine the applicability as well as suitability of the
training programme adopted in an effective way (Evaluation methods, 2010). s
3.2 Carrying an evaluation of a training event
The evaluation program, of the training as well as developmental session adopted in the
mentioned firm can be undertaken in the following ways in an effective manner.
 Formative: In order to adopt this kind of evaluation in the venture, the executive
manager can ask questions to the employees for whom the session has been generated.
The question asked by the managers includes, if the planned programmes is suitable to
achieve the goals, if the methods and styles or theories of learning adopted are
appropriate for the event. It is a kind of feedback that is generated from the targeted
individuals regarding the session undertaken.
 Process evaluation: In order to conduct evaluation during the process of training, the
managers may ask questions to the employees in between the conduction of programme.
This evaluation may include questions like, what the listeners have understood, what is
the major area of concern included in the session, etc.
Outcome evaluation: As per this technique of evaluating a training programme, the managers
may conduct an effective research in the context of determining effectiveness of a particular
session adopted on the performance of employees, thus an outcome can be generated, which can
ensure the managers to evaluate the impact of a strategic training plan implemented (Jabbour and
de Sousa Jabbour, 2016).
In this way, the evaluation of the mentioned venture’s training and developmental session
can be adopted by the executive manager appointed.
3.3 Reviewing the success of the evaluation methods used
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The selection of an effective evaluation method enables the manager appointed in present
organisation to determine the pros and cons of training session that has been undertaken. The
numerous evaluating methods adopted by the manager have shown some gaining as well as non
gaining results (Gold, 2017). The advantages that has been generated from the evaluating
techniques include
 The formative technique has enabled the manager to determine whether the facts
included in the session are relevant or not, through the feedback that have been
generated.
 The process evaluation ensures the active participation generated on the part of
employees during the developmental programme.
 An outcome evaluation method has ensured the concerned manager to determine
outcome and impact of training session on skills and abilities of employees.
The above mentioned are the advantages that have been generated front evaluation method
adopted. S every coin has two sides, the evaluation techniques also suffer from certain
drawbacks, termed as disadvantages which are explained as under:
 The feedback that has been generated is not much effective, as the staff also don not have
much knowledge and experience regarding health care services to be provided to
dementia patients.
 Also, the answers generated during the process evaluation may develop a short tem
understanding, which would get vanished in the long run.
These are the major disadvantages that being carried by the four major evaluation techniques
that have been adopted by the appointed managers. It can be noticed that the generated
outcome from the evaluation methods are more in positive sense and less in negative sense.
CONCLUSION
The present report evaluates the importance of human resource developmental session in
the context of an organisation. It identifies the importance of various learning styles and
theories to be adopted with a view of undertaking an effective training programme. A laering
curve can be analysed in the context of measuring the performance of employees. It states
that, the government takes essential initiatives by funding the training sessions, in order to
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develop skills and expertise. It briefly evaluates the analysing of training needs at different
levels in an organisation. The report represents the evaluation plan adopted by the
organisation.
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Reiche, B. S. and Oddou, G. R. eds., 2016. Readings and cases in international human
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