Human Resource Development - Sun Court Ltd Assignment PDF

HUMAN RESOURCE
DEVELOPMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
TASK 1 ...........................................................................................................................................1
1.1 Comparison of different styles of learning.......................................................................1
1.2 Learning curve and significance of knowledge transfer at workplace.............................2
1.3 Importance of learning styles and theories.......................................................................3
4.1 Role of government in lifelong learning, training and development................................4
4.2 Impact of competency movement on public and private sector.......................................5
4.3 Various training initiative introduced by UK Government ............................................6
PART 2............................................................................................................................................7
TASK 2 ...........................................................................................................................................7
2.1 Compare training needs for staff at different organisational level...................................7
2.2 Advantages and disadvantage of different training method used in at Sun Court...........7
2.3 Use a systematic approach to plan training and development for training event.............9
3.1 Evaluation of learning event...........................................................................................11
3.2 Carry out an evaluation of a training event....................................................................12
3.3 Review the success of evaluation methods used............................................................13
CONCLUSION .............................................................................................................................13
REFERENCES .............................................................................................................................14
1

INTRODUCTION
Development of human resource assists in high growth and development of firm. It is a
framework that assist workforce in developing their personal and professional skills as well as
knowledge. It is an area of HR management which involves training & development of
workforce (Human Resources Development, 2016). Skilled and competitive workforce helps in
increasing profits and productivity of company. In the present report, given firm is Sun Court
Ltd. which deals in property management business. This assignment includes several learning
styles as well as approaches and learning curve role. Importance of knowledge transfer at
workplace and contribution of learning theories in developing training event is also defined. In
addition to this, needs of training at different levels & its advantages and disadvantages are
included. Lastly, training programme is evaluated and role that government play in providing
training and learning for life long is defined in this project.
PART 1
TASK 1
1.1 Comparison of different styles of learning
Learning style of every individual is different and it depicts the manner in which a person
acquires knowledge. This learning helps in their growth and render benefits to them for long
term. Communication is one of the ways which an individual prefer more to get learning and
acquiring some knowledge. Learning style is the way in which people interact & respond to
learning environment. Some learning models are defined below:
David Kolb's Model:
This model was developed by David Kolb in year 1984. He states that learning includes
acquisition of ideal conception that can be applied flexibly in various situations. “Learning is a
process where knowledge is created by transformation of experience”. The model represents 4
stages that helps an individual in effective learning (Armstrong and Taylor, 2014).
Concrete experience: Existing experience is reinterpreted or a new situation or
experience is encountered in this phase. Learning is gain by performing practical task. In Sun
Court Ltd., manager assigned task to their manpower so that, they enable to get learning by
doing things practically.

Reflective observation: Reflection and reassessment of experience is the way by which
learning is gained in this phase. These individuals are able for practical application of idea and
use their skills for solving problems (Bakker and Leiter, 2010).
Abstract conceptualization: Learning is gained by a person from their past experience in
this phase. Their experience helps them in performing tasks more efficient way.
Active experimentation: Experience is implemented by people on external surroundings
and enhance their learning from outcomes.
VAK Model:
Visual learning: Graphs, images, charts, diagrams etc. are the things which are used to
provide learning to individuals. Learners learn by seeing things and enhance their knowledge.
Auditory learning: Lectures, group discussions, mobile phones etc. are the ways
preferred by learners to gain knowledge. They learn by hearing audio.
Kinaesthetic learning: Real life situations are the source by which individuals acquire
learning. They gain knowledge from their practical life experiences.
Honey and Mumford Learning Model:
In this model, learning style is categorised in 4 types which are as follows:
Activist: Working on practical things are the source of learning. Individuals engage
themselves in tasks & learn while doing experiments.
Theorist: Individuals interpret the reasons for outcomes. Reading materials and different
models are the source by which person improves its learning.
Pragmatists: Existing theories and ideas are used by individual for doing tasks. They put
their whole efforts in doing experiments and enhance learning from that.
Reflector: In this style, people learn by seeing others doing tasks. Individual copy them
and enhance their learning (Cascio and Boudreau, 2010).
1.2 Learning curve and significance of knowledge transfer at workplace
Learning Curve refers to graphical representation that provides information regarding
acquired learning of individual. It shows about increase in learning of a person by its past
experience. There are 2 situations which are considered in it. One is review of individual
learning & other is evaluation of workforce productivity while performing same task again. For
example, training is provided to personnel by Sun Court Ltd. so that, they enable to perform
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their work in more better way that assists in improving productivity and profitability of firm in
an effective and efficient manner.
Role of learning curve: The curve depicts about learning of a person throughout its
career. In process of learning, knowledge transfer is not enough. There is also a requirement of
monitoring & identifying that whether knowledge is gained by a individual or not. Learning
process of manpower is systematically determined by administrators of Sun Court Ltd.
Importance of transferring knowledge:
It is very crucial for an individual to transfer their knowledge at workplace. This helps
them in their initial employment level in knowing about company as well as assists in improving
their existing skills & knowledge in respective area (Daley, 2012). Transfer of learning should
be structured and firms needs to emphasize on it. Induction and orientation programme of
enterprise is considered as an excellent source of transferring knowledge within individuals.
Some significance of knowledge transfer are as follows:
Effective utilization of financial resources: Firms incurred large amount of money in
rendering training to their workforce. Main purpose of providing learning is to enhance
knowledge of employees and improve their skills so that they are enable to perform well. If this
learning is transferred, it will provide advantage to firm in market and enhance their profits. This
will ensure optimum utilization of funds.
Adds value: Transferring of knowledge adds some value to firm in terms of increasing
productivity and profits. So, it is required by administrators of Sun Court Ltd. to encourage their
personnel and motivate them so that they transfer their knowledge at workplace in more effective
manner.
1.3 Importance of learning styles and theories
While planning learning programme, it is required by manager to consider various
aspects that are associated with it in order to make it effective and successful. At each level, a
person utilize their past experience or gain knowledge. In understanding learning behaviour of
people or employees, learning theories support managers. By the assistance of learning styles
and theories, manager of Sun Court Ltd. is able to frame appropriate learning session which
makes learning easy for individuals (Flamholtz, 2012).
The theories supports manpower to perform their duties in more effective manner and
attain objectives of firm. For formulating effective learning programme, administrators of Sun
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Court Ltd. use several theories of learning. The theories are rely on person's adaptability to
respond change in effective manner. At the time of designing training programme, managers are
required to consider learning style of workforce. Main purpose of administering training
programme is to increase productivity and enhance performance of individuals as well as
organisation. Creation of learning environment enables individuals in developing new skills &
improving existing one (Huselid and Becker, 2011). It is the duty of manager to assess
performance of workforce and identify results. Learning theory of reinforcement facilitates in
developing skills of employees. Sun Court Ltd. managers evaluate performance of their
employees & identify results in that basis. Inspite of single, several learning styles are used by
them. This aids workforce in getting benefits from administered training.
4.1 Role of government in lifelong learning, training and development
In the modern era, where nothing is constant, almost everyday an innovation takes place
in the market place which enables business entity to be impulsive and dynamic in their work
processes and operation so as to attain higher competitive advantage in the market. By providing
adequate and effective training to employees, Sun Court can improve their overall efficiency and
productivity which further assist in achieving business objectives in a structured and through
manner. Both private and public players laid stress on arranging training program for their
workforce. However, it has been figured out that Private companies spend large proportion of
amount in conducting training session for their personnel as compared to Public Limited Firms.
In-fact not only private players, Government is also focusing on improving the skills and
knowledge of local residents with an aim of eliminating hurdles related with employability in
particular country. The UK Government also play key role in HR Development in both public
and private sectors. The main motive of Government Bodies behind this initiative is to render
life-long learning to all the local resident of particular country.
Life-long learning referred to the process of providing voluntary learning to all people
that retain with them throughout their life (Jiang and et. al., 2012). Under this initiative,
Government of UK tries to create learning demand among general public without any hindrance
from the community. Their main emphasize is on providing standard training to all the residents
of the respective country so that they all can have basic knowledge regarding their work field.
There are various initiatives generated by UK Government that provide training opportunities to
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all people. For example: Learn-Direct, National Apprenticeship Services, Sector Skill, NVQ's
etc.
National Apprenticeship Services deals in providing adequate fund to company so that
their employers can arrange effective training program for their employees which help in
improving in their overall efficiency and productivity. On the other hand “Sector Skill Council”
laid stress on improving the particular skills of employees, trade union and professional bodies in
respect to particular organisation (Kehoe and Wright, 2013).
4.2 Impact of competency movement on public and private sector
It is chiefly important for every company to attain higher competitiveness level in the
market place so as survive in industry for longer period. Competency Movement emphasize on
enhancing particular skills, knowledge and traits of a person. With an aim to beat existing
competition prevailing in the market, UK based organisations have started raising competencies
and sharing knowledge. UK with the help of other 8 countries focuses on enhancing the overall
productivity and performance of respective person. In order to attain higher position in the
market and confront heavy competitive edge, businesses are investing or spending more that
ultimately leads to improve the worker's performance, adaptability, quality of services etc. Both
private and public players have started paying attention towards conducting special training
session for their employees with a motive of improving their overall productivity and
performance that ultimately leads to raise firm's profitability ratio. For instance: Virgin Atlantis
is the largest airline in UK that has implemented or designed special customer service program
for their target audience. Under this program, the company has decided to take feedback and
complaints from their customers and focuses on providing them best possible solution concerned
with their feedback or complaint (Moser, 2012). With the assistance of this method, they are able
to satisfy the diverse needs and requirement of end-users. Training initiative taken by Private
Players has encouraged Public companies as well. East Cost has conducted training program for
their employees which help in developing their overall skills, efficiency and knowledge so that
organisational objectives can be accomplished in a structured and through manner.
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4.3 Various training initiative introduced by UK Government
 Education and Skills Funding Agency: Under this initiative, Government provide
adequate funding to businesses which they mainly taken into account for skill
development and education of adults, young people and children
 Investors in People: This Government Scheme mainly emphasize on one basic principle
i.e. good people make great business”. The main motive of this initiative is to improve business
operation with the assistance of people management i.e. managing and controlling company's
human assets in an effective and efficient manner (Noe, 2010). The success and growth of any
company depend upon how performance and productivity of employees towards accomplishing
business objectives.
 Apprenticeship Schemes: Under this initiative, real or actual working opportunities is
given to employees so that they can earn real salary and gain real education or
qualification. Any individual who is living in England and aged more than 16 years can
apply for this scheme. The scheme is categorise into three level depending upon the
present qualification and skill of respective person which are as follows:
1. Inter-mediate Level Apprenticeship
2. Advance Level Apprenticeship
3. Higher Apprenticeship
 Sector Skill Council: This scheme mainly emphasize on developing the skill of
personnel of different sector. Currently, there are 5 Sector skill bodies and 16 Sector
council in total.
 Learn-Direct: Under this program or initiative, private players bids so as to get sufficient
funding from government bodies for skill delivery of particular person. The scheme
focuses on enhancing and developing the skill, knowledge and ability of a person that is
needed for carrying out work in an effective and efficient manner (Reio Jr, 2010). It
primarily focuses on:
1. Provide basic education and knowledge of everyday use subjects such as Maths, English and
IT which is necessary for performing business day to day activities and operations in a
systematic manner.
2. Provide qualification of professional level
3. Conduct training programs that provide knowledge regarding JAVA, C++.
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 NVQ's: National Vocational Qualification Scheme focuses on enhancing the knowledge,
skills, competency and attitude of a person by involving them in real field work. This
means involving people them in doing actual work which improves their overall
efficiency and competency instead of simply relying on theoretical knowledge. Motor
Vehicle Technicians, Hair Dressing, Construction comes under this (Albrech, 2011).
PART 2
TASK 2
2.1 Compare training needs for staff at different organisational level
Organisational Level: At this level, company provides training to its employees in such a
manner that leads to affect overall functionality and operation of business. At this level, the main
objective behind arranging training session for workers is to improve their overall skills,
knowledge and efficiency. For example: Sun Court render training to its workers in respect to re-
train them from generalist to specialism care home.
Occupational Level: At this level, organisation provide training to employees as per their work
field. The need of training at occupational level is restricted according to the particular
organisational structure. Employees of Sun Court lacks effective communication skill which play
key role in pitching investors. Therefore, the company has decided to arrange training session
that assist employees in improving their overall working style, performance etc.
Individual Level: At this level, training session is arranged for workers that assist them in their
personal and professional growth and development (Sparrow, Brewster and Chung, 2016).
Workers of referred firm needs training so that they can improve their communication skill that
is necessary for pitching investors. However it is not necessary for employees to attend training
at this level. It is a kind of optional training program that laid stress on enhancing specific skills
and knowledge of employees.
2.2 Advantages and disadvantage of different training method used in at Sun Court
Training Methods Advantages Disadvantage
Mentioned  Under this training
method, mentor
provides guidance and
direction to their
 There might be chances
of mismatched pair
which may disrupt
overall working.
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mentee which assist in
accomplishing pre-
defined task within
stipulated time-frame.
 Mentee gain great
sense of achievement
as they feedback from
their mentor regarding
their work performance
and progress (Werner
and DeSimone, 2011).
 It help trainee in
developing their skills
and knowledge which
help them in both
personal and
professional level.
 There is a possibility
that mentor may feel
frustrated.
 Generation Gap may
hamper overall work.
Seminar  It is the most effective
method for those who
do not prefer to learn
via reading.
 It is suitable when
number of trainees are
large.
 Personnel gets the
opportunity to meet
employees of other
department as well who
have similar interest or
concern.
It is a costly method as it
requires huge investment for
conducting seminar.
There might be possibility that
speaker may share some false
or misleading information and
knowledge (Albrech, 2011).
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Lecture Method  This training method is
mainly designed to
fulfil the need and
requirement of target
audience.
 This method is suitable
when company wants
to give training to large
number of employees
(Beardwell and
Thompson, 2014).
 Under this method,
lecturer share extensive
knowledge and
information with
workers that assist
them in improving their
overall performance
and efficiency.
 Feedback option is
missing.
 There might be chances
that trainees may lose
their attention or
interest.
 This method is not
suitable for those who
wishes or prefer to
learn through different
learning styles such as
listening.
E-learning  Under this method,
training is given to
personnel at their
workplace only.
 High Learning
Retention
 Impact current working
of the employee
 Lack of flexibility.
2.3 Use a systematic approach to plan training and development for training event
Sun Court requires to adapt systematic approach towards training and development so as
to plan training event successfully with an objective of enhancing the overall competency and
skills of workers (Berman and et. al., 2012). Systematic Approach of training and development
include series of steps which are discussed below:
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Training Need Identification: Training program can only be arranged once the company is
done with identifying its training need. Therefore, the first step is to determine the training needs
of employees. For instance: In Sun Court, there is a need for improving the communication skill
of employees.
Set Objectives: Once the firm is done with identifying training needs, the next step is to set
training objectives for the same and discussed with respective employer and employees (Huselid
and Becker, 2011). Sun Court has decided to arrange training session for its workforce that
results in improving their communication skill that further assist in pitching investors effectively.
Plan and Implement Training: At this step, decision are frame regarding venue, timing, date,
number of employees that is go attend the training session.
Evaluate Training: This is the last stage in which manager of Sun Court determines the
effectiveness of training session or program. This can be properly be done by measuring the
performance of workers post-training (Jackson, Schuler and Werner, 2011).
Implementation plan of training:
Seminar E-Learning Session and Action
Learning
Number of trainee Recruitment
department of Sun
Court
Team of 4 trainees of
HR Specialists
8 Trainees of HR
Department
Location Seminar Hall or Hotel Held at trainees desk
only
Mostly held at Sun
Court's conference
hall.
Time 3Days 10.00-6:30
p.m.
4 days 4-5 p.m. 3 days 11 to 5 p.m.
Content Discussion among
members on particular
topic
E-Learning Modules Presentation and Notes
Trainer Internal and external Internal External
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members
3.1 Evaluation of learning event
There are several training approaches that needs to be utilized by firm for enhancing
overall productivity of personnel. It is totally depend on organisation that which tool or
technique may apply to gain better yield from available resources (Meredith Belbin, 2011). Sun
Court Ltd. use several techniques at workplace from which some of these are defined below:
Kirkpatrick model:
This model assists in evaluation of training programme in which 4 aspects are included
which are defined as follows:
Reaction: In this, reaction of employees are examine. During training is rendered to
workers, it becomes essential for manager to evaluate employee's response regarding training.
Learning: Here, managers are identify learning status of individual that whether they
gain something or not from the provided training session. Performance of workforce is analysed
in structured manner.
Behaviour: After training event, change in behaviour of employees are analysed which
highly impacts on their productivity.
Results: This is the final stage in which outcomes of training session is determined by
manager by performance and behaviour of workforce.
CIRO Model:
By the help of this model, managers analyse performance of human resource in
systematic manner. There are some aspects which are considered in this model which are as
follows:
Context level: In this phase, Sun Court Ltd. Manager determine training needs of their
workforce and administer them appropriate training so that their overall productivity and
performance can be enhanced (Nel and et. al., 2014).
Input level: Manager identify necessary resources which are required in formulating
effective training session. It facilitates in making event successful.
Reaction level: At this level, reaction of manpower related to training session is
determined by administrators. These can be seen in final results.
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Output level: Under this, performance is evaluated as per the set standards so that
effective results can be obtained.
3.2 Carry out an evaluation of a training event
There are four levels which will comprise into training program which assist to identify
structured as well as systematic development that is connected with learning event.
Reaction: This is termed as prior stage which facilitate to recognize trainer and in addition
trainee response. It is required to acquire response of each person who are taking participate in
training session. This is essential to find out interest for a specific topic.
Learning: As per this, superior has to determine how much a person will learn from training
program.
Behaviour: After taking participate in training program, it is needed to determine behaviour of
staff members which help to find out appropriateness of it.
Results: Finally, it is must to determine working performance of workers after getting training;
therefore, coveted targets will attain proficiently.
Assessment of training session
Seminar E-learning Action and session
learning
Subject Hiring Computer knowledge Communication
ability
Response Members of classes
and gatherings are
observed to be
dynamic at the season
of session.
workers are observed
to be occupied with
learning modules as
discovered.
Connection among
students and coach
was incredible.
Learning People get learning
about numerous new
procedure and systems
All members have
cleared exam after in
the wake of finishing
Input of mentor
controls that students
are participative and
12

of subject. e-learning modules. anxious to learn.
Behaviour New strategies for
enlisting workers have
been executed inside
firm.
Each individual was
attempting to use new
apparatuses for age of
reports.
Expanded certainty of
employee proposes
that they procure
much from session.
Results Execution of new
technique recommends
reason behind
preparing or learning
has been expert.
Upgrade in report
organize.
Change in certainty
level of staff member
at singular premise.
3.3 Review the success of evaluation methods used
Learning can be done through many ways by utilising tools and techniques in effective and
appropriate way as well. It can be stated as these tools includes feedback, questionnaires,
performance evaluation, observation and training audit. Form that has various questions that
helps managers and leaders of Sun Court Ltd. in locating answers from many respondents to
resolve issues that are being faced by them. Learning can be done in both negative and positive
manner. Along with this, it has been examined that respondents may or may not give relevant
information and because of this researcher may put impact on making determinations.
On the other hand, leaders and subordinates that were looking forward to participate with
enthusiasm may aid in grabbing favourable conditions in short period of time. This can also be
done in much systematic and appropriate way in order to pull out results in for a longer instance.
Training audit identifies that the process were undergoing on time with assigned budget.
Feedbacks of both the trainers as well as trainee administers information to evaluators regarding
training effectiveness and their experience at the time of training.
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CONCLUSION
As per the above mentioned report, it has been concluded that development of human
resource is a vital aspect that needs to be considered by every organisation. Consideration of this
factor assists in enhancing productivity and profits of company in an efficient way. Managers are
required to develop effective training sessions for their employees so that their abilities can
increase. While designing training session, managers need to emphasize on learning styles of
workforce. They also needs to implement various theories and models at workplace which assists
in attaining objectives and targets of company.
REFERENCES
Book and Journals
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
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Bakker, A. B. and Leiter, M. P. eds., 2010. Work engagement: A handbook of essential theory
and research. Psychology Press.
Cascio, W. and Boudreau, J., 2010. Investing in people: Financial impact of human resource
initiatives. Ft Press.
Daley, D. M., 2012. Strategic human resource management. Public Personnel Management,
pp.120-125.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal, 55(6), pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management, 39(2),
pp.366-391.
Moser, C., 2012. Gender planning and development: Theory, practice and training. Routledge.
Noe, R. A., 2010. Employee training and development. McGraw-Hill/Irwin.
Reio Jr, T. G., 2010.Albrech, S.L., 2011e threat of common method variance bias to theory
building. Human Resource Development Review. 9(4). pp.405-411.
Sparrow, P., Brewster, C. and Chung, C., 2016. Globalizing human resource management.
Routledge.
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Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
Albrech, S. L., 2011. Handbook of employee engagement: Perspectives, issues, research and
practice. Human Resource Management International Digest. 19(7).
Beardwell, J. and Thompson, A., 2014. Human resource management: a contemporary
approach. Pearson Education.
Berman, E.M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Huselid, M. A. and Becker, B. E., 2011. Bridging micro and macro domains: Workforce
differentiation and strategic human resource management.
Jackson, S., Schuler, R. and Werner, S., 2011. Managing human resources. Cengage Learning.
Meredith Belbin, R., 2011. Management teams: Why they succeed or fail. Human Resource
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Nel, P. S. and et. al., 2014. Human resources management. Oxford University Press Southern
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Online
Human Resources Development. 2016. [Online]. Available Through:
<https://www.hw.ac.uk/services/human-resource-development.htm>.
(Armstrong and Taylor, 2014)(Bakker and Leiter, 2010)(Cascio and Boudreau, 2010)(Daley,
2012)(Flamholtz, 2012)(Huselid and Becker, 2011)(Jiang and et. al., 2012)(Kehoe and
Wright, 2013)(Moser, 2012)(Noe, 2010)(Reio Jr, 2010)(Albrech, 2011)(Sparrow,
Brewster and Chung, 2016)(Werner and DeSimone, 2011)(Albrech, 2011)(Beardwell
and Thompson, 2014)(Berman and et. al., 2012)(Huselid and Becker, 2011)(Jackson,
Schuler and Werner, 2011)(Meredith Belbin, 2011)(Nel and et. al., 2014)(Human
Resources Development, 2016)
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