Human Resource Management Theories

This assignment delves into the theoretical foundations of human resource management. Students are tasked with examining various influential theories, such as strategic HRM, human capital theory, and job design models. The analysis should encompass how these theories impact organizational practices, employee behavior, and overall performance. Resources like journal articles, textbooks, and online databases are recommended for conducting comprehensive research.

Human Resource
Development

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 .........................................................................................................................................1
1.1 Comparison of different styles of learning............................................................................1
1.2 Role of learning curve and significance of transferring learning to workplace....................2
1.3 Contribution of learning styles and theories in planning and developing a learning event. .3
4.1 Government role in training, development & lifelong learning............................................4
4.2 Impact of competency movement on private and public sector............................................4
4.3 Contribution of contemporary training initiatives in personnel development......................5
TASK 2............................................................................................................................................6
2.1 Training needs for staff at different levels............................................................................6
2.2 Assessment of merits & demerits of training methods.........................................................7
2.3 Utilization of systematic approach to plan training event.....................................................8
3.1 Evaluation of training event by different methods................................................................9
3.2 Assessment of training event..............................................................................................10
3.3 Review success of evaluation methods...............................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Human Resource Development is necessary for every organisation in order to gain
competitive advantage in the market. It is a wider concept which plays a vital role in the growth
and sustainability of company. It is related to administer learning to individuals by providing
them appropriate training in order to enhance the skills and knowledge of employees which is
beneficial for them in their career growth (Armstrong and Taylor, 2014). It helps the individuals
in their overall development and to administer lifelong learning. In the present assignment, given
organisation is Sun Court Ltd. which deals in management of properties. The project covers
different styles of learning and its importance in transferring knowledge. In addition to this,
training needs for workforce at various levels along with advantages and disadvantages of
several training methods are determined. Use of systematic approach in developing training
event and role of government in providing training and development as well as lifelong learning
are discussed as well. Besides this, influence of competency movement on public as well as
private sector with contribution of contemporary learning initiative in development of human
resources are also evaluated in the report.
TASK 1
1.1 Comparison of different styles of learning
Business organisations use different learning styles that play an important role in
enhancing the performance of workforce in company. These refer to techniques that an
individual can learn at workplace. Every person is different from other and has their own skills
and abilities to perform task. Training and development programme assists employees in
developing their knowledge and skills which support them in performing their duties effectively.
Organisations conduct training events in order to develop their manpower. Learning styles
facilitates the firm in making learning sessions understandable as well as easy for individuals.
Some of these are defined as below:
Visual learning: It is a common style of learning for individuals. It is the easiest way of
learning and gaining knowledge about anything. A person can learn by seeing something such as
images, graphs, chart, etc. (Bakker and Leiter, 2010). Visual learning helps in enhancing high
order thinking, reading comprehension and critical thinking skills of a person. Complete
information and knowledge is given to employees by using pictures, maps and other sources.
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Auditory learning: Listening is the way through which learning can be gained in this
type of style. The primary method on which learner relies to gain new knowledge is speaking
and hearing. Different learning methods are included in it such as voice recordings, debates,
lectures, musical notes, discussions, etc. In auditory style of learning, complete information may
not be retained by the learners (Cascio and Boudreau, 2010).
Tactile learning: It’s another name is kinaesthetic learning in which learner can learn by
physical activities, body movement, etc. It is more preferred by organisations in order to
administer learning to the individuals. Learners perform physical tasks through which they can
easily understand and learn working in an effective manner. Field trips, simulation and role plays
are some methods which are included in tactile learning.
Kolb's theory:
It is a learning theory which is given by David A. Kolb. This approach works on 2 levels;
4 separate learning style and four stage cycle. This theory has a comprehensive perspective
which consist of perception, cognition, experience and behaviour.
Learning cycle includes four stages, i.e., Concrete learning: At this stage, new experience is encountered or existing experience is
reinterpret. Reflective observation: At this phase, individual reflects on personal basis on their
experience. Abstract conceptualization: In this stage, on the basis of reflection, new ideas are formed
or could be modified from existing ideas.
 Active experimentation: At this stage, ideas are applied by learners to his surroundings in
order to see whether modifications are required in next appearance of experience.
When learner progress through cycle, effective learning can be seen.
1.2 Role of learning curve and significance of transferring learning to workplace
Learning is an ongoing process. In order to improve the skills and knowledge, every
person wants to learn something that is new to them. It administers development that is
beneficial for the future growth (Daley, 2012). Learning curve is a kind of graphical
representation which is used by workforce to identify knowledge and skills level that they gained
by training sessions. It gives information about employee's performance. The manager of Sun
Court Ltd. used learning curve in order to identify performance of manpower. On the basis of
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time, it shows interrelation between output and cost. Learning curve scale helps in enhancing the
employee’s future performance. Individual performance is evaluated on the basis of number of
attempts that are taken by employee for completion of task. Learning curve facilitates in
attaining objectives and improving the performance of firm as well as workforce. Learning
increases day by day as an individual gains experience (Flamholtz, 2012).
Significance of transfer learning:
Every firm conducts training and learning programme for its workforce. A lot of money,
energy and time are spend by organisations to train their personnel and gain advantages in the
market. So, firms expect from their employees to transfer learning which they gain from training
session to workplace. Its importance is defined as below:
Add value: Main objective of every organisation behind conducting training session is
value addition. Therefore, it is necessary for an individual to transfer their learning at workplace
so that some value can be added to the firm.
Proper use of fund: Organisations spend a huge amount of money on providing training
and development to employees. So, it would be required by the learner to transfer knowledge at
workplace in order to ensure proper utilization of fund.
Face challenges: Transfer of knowledge by employees at workplace provides ability to
the firm to face challenges in an effective way. Main purpose of conducting training programme
is to improve the skills of individuals so that they can effectively handle all challenges in
competitive market and provide benefits to company over its competitors.
1.3 Contribution of learning styles and theories in planning and developing a learning event
Learning styles and theories assist the manager in planning and developing learning
programme. As employees are the essential part of firm, it is necessary for organisation to
develop them and improve their skills and knowledge by administering them appropriate
training. It also helps in increasing the productivity and performance of company as well as its
individuals (Huselid and Becker, 2011). Sun Court Ltd. uses different learning styles for
planning and formulating the training event. It administers directions to attain desired objectives
of the firm. Each individual carry out their own style and their ability to learn depends on it.
Manager designs training event according to the learning style of employees. It is necessary for
the administrator to assess performance and identify results.
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A strong relationship exists in between the learning styles and theories and it highly
affects the performance of company. Theories assist in motivating individuals and encourage
them to work in an efficient manner towards accomplishment of objectives & targets of the firm
(Jiang and et. al., 2012). Reinforcement learning theory facilitates workforce in developing the
skills and knowledge. Administrator of Sun Court Ltd. evaluates the performance of manpower
& determines results on that basis. Different learning styles are utilized by the organisations
which help in getting maximum benefits from administered learning.
4.1 Government role in training, development & lifelong learning
Government is the legal authority who have right to plan & develop different
programmes of training and development in order to develop individuals of firms. They
collaborate with various organisations so as to prepare good plan related to learning event. They
assist companies in getting resources by providing them funds. It assists in increasing
productivity and profitability of firms. In order to develop manpower, the roles played by UK
government are as follows:
Creating policies for public: Government formulate policies and norms for public and
communicate them in effective way so that, people are aware about changes that takes place in
the country. Various tools & techniques are used by legal authority to convey these policies
among public.
Executing same policy: As many organisations are collaborating with government in
order to develop personnels, so it is inconvenient for them to formulate different policies related
to human resource. Therefore, government formulate single policy and implement it for every
organisation that is operating in the country.
Allocation of funds: Government assists organisations in many ways so that they can
develop appropriate training programmes. For instance, they provide funds to companies for
getting resources which are useful for them (Kehoer and Wright, 2013).
Promoting norms of HRD: Government implement various programmes in business
environment in order to create awareness regarding policies related to HRD in order to ensure
best use of them.
4.2 Impact of competency movement on private and public sector
Abilities, skills and knowledge are included in competencies which is necessary for an
individual in order to perform their work in better way. Every organisation needs to provide
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training to its employees so that they get knowledge about the work they will have to perform.
Way of working will be taught to an individual so that they are able to perform their duty in well
manner. Knowledge and skills related to work are necessary so, it is the responsibility of
administrator to identify skill needs of manpower and provide them training to fulfil those in
order to make them productive (Moser, 2012).
So, it is required by “People ‘R’ Us” to assess the influence of competency movement on
public and private sector.
Impact on public sector:
Enhance coordination: Competency movement assists in developing employees
according to their needs and capabilities. Learning provides motivation to workforce by which
they encourage to work with cooperation and coordination at workplace. In this way competency
movement helps in bringing coordination inside firm.
Improves motivation: As government provides funds to public sector, companies are able
to develop new policies & plans and by their implementation, motivation level of firms are
increase.
Affect on private sector:
Improving productivity: Increasing skills and abilities of employees enable them to
perform their work in effective manner. It will assist in increasing their productivity and ensure
growth and sustainability.
Interest building: If employees lack skills and abilities to perform task then they are not
able to do it and are not showing their interest towards completion of that work. So, it is
necessary for manager to provide appropriate training which motivate employees and develop
their interest towards work.
4.3 Contribution of contemporary training initiatives in personnel development
Every government needs to keep in view all the development that takes place in the
organisations. The higher authority of United Kingdom also pay attention towards those
individuals who are employed in the country (Noe, 2010). Government ensure their proper
development in terms of skills and knowledge by providing them learning which they can use in
doing their work. By this, all the problems that takes place in organisation are also eliminated by
good performance of employees. Work environment of the business also becomes competitive
by the intervention of government as it provides more exposure to companies. So, for Sun Court
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Ltd., People 'R' Us brings various methods of training through which they can train their
employees in effective way (Reio Jr, 2010). Different departments that are functioning under
government and prepares plan related to human resource development are:
 Trade and industry department
 Education & skill development department
 Health department
 Work & Pension Department
Responsibilities are given to all the departments to formulate training & development
programmes for organisations that operates in the country. The plans and policies formulated by
them assists in train & develop employees in order to increase their productivity. UK
government also ensure proper functioning of all departments and implementation of policies
and plans formulated by them. Therefore, it is needed by People ‘R’ Us to consider all the laws
and policies introduced by UK government before formulate training programme for Sun Court
Ltd. All the prescribed training methods are applied by the company for providing learning to
employees.
TASK 2
2.1 Training needs for staff at different levels
Providing training to workforce is essential for every firm so that their skills and abilities
can be enhanced. Managers identify training needs of workforce and design appropriate training
session as per their needs. In Sun Court Ltd., training is provided to employees at different
levels. The firm has 3 levels: upper, middle and operational. Need of training at each level is
different. People 'R' Us plan training & development event for the refereed firm. As per the
needs, training programme is formulated which is defined below:
Top management: This level includes managers & top administration of the firm.
Management has the responsibility to design plans, policies and strategies and determine
objectives of company at this level (Sparrow, Brewster and Chung, 2016). Learning need of top
management is about developing clear understanding about organisation environment as they
have responsibility of formulating appropriate strategies for the company which assist in
attaining growth.
Middle level: This level comprises of Supervisors & sub ordinates. They are responsible
for effective implementation of plans and strategies that are formulated by upper management.
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Training requirement of this department consist of improving skills to execute plans in effective
manner (Werner and DeSimone, 2011). It includes all the activities that will be performed by
organisation in future.
Operational level: This level includes workers that perform operations of the firm.
Training at this level is related to job work. It is provided to them so that they are able to perform
task in effective manner.
2.2 Assessment of merits & demerits of training methods
Personnel development is vital concept. It refers to the process that assists in
development of individuals of an organisation. This helps in enhancing competencies and skills
of employees. Here, training and development programme of Sun Court Residential homes is
plan by “People ‘R’ Us”. Different training methods are adopted by firm in order to improve
work quality of manpower. It is necessary for manager to choose appropriate training method
which is beneficial for employees as well as organisation. Induction is provided to workforce
who recently joined the company in order to make them familiar with work environment.
Advantages of using training method by Sun Court:
 The company takes assistance of employees to plan training session as their contribution
is crucial. By this, employees are able to improve their skills and knowledge in effective
way.
 If different training methods are available, then it will help in increasing firm's efficiency
in effective way.
 Proper training enables the employees to face challenges and handle difficult situations in
effective manner.
 It allows to improve relation among management and staff members.
Justification:
The reason of using these techniques are that these are beneficial for the firm in terms of
increasing productivity and profitability (Albrech, 2011). These increase skills and abilities of
individuals so that they are able to perform well and contributes in growth and sustainability of
firm.
Disadvantages of using training methods:
 Training methods are time consuming.
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 Use of additional resources is required at the time of planning training programme for
employees (Beardwell and Thompson, 2014).
 Sometimes, application of these methods results in failure as these are not able to bring
effective changes in the company. So, sometimes there is no use of it.
Justification:
Sun Court implement training methods in order to ensure effective working of company.
So, at the time of planning training programme, it is necessary for People 'R' Us to evaluate all
the factors that put strong impact on working of firm and its employees.
2.3 Utilization of systematic approach to plan training event
It is very crucial for People 'R' Us company to make a proper training and development
programme according to demand and requirements of Sun court firm. Before proper planning
the event it has to do a research. Organization has to evaluate and assess various factors which
helps in behaviour of employees and its impact on workers of company. It also has to check
goals, objectives, vision and mission which helps in creating the strategies, policies regarding the
schedule of programme (Berman and et. al., 2012). By following this they can implement it very
easily and systematically. Below is the Systematic approach for designing training event is-
Analysis People 'R' Us company has to give responsibility to the managers so that
they can assess the factors. Human resource manager has to evaluate
various elements which can affect the employees as well as their firms
which help in developing the training event. It helps them in creating
and designing an effective plan.
Design This step includes designing of programme. HR manager before
creating the training event managers have to evaluate changes and
updated with the new information. So then only it helps firm in
scheduling and arranging different activities which are crucial for the
firm.
Development HR department has to give responsibility to the managers so that they
can properly utilize the resources without wasting them. By following
GAP method they can evaluate problems and variations which helps the
company to make necessary changes in the activities through
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comparing of actual with the standard performance. Thus results in
developing of efficient and effective plans.
Implementation HR manager hires and appoints experienced people who helps in
making of different policies. It helps the company to make effective
strategies for better implementation of the programme. Thus results in
giving good results and improved performance of the employees. It
ultimately leads to growth of the firm
Evaluation In these step manager evaluate all activities, plans, procedures and
strategies which are applied in the company which helps in comparison
of actual with the standard performance. Through it firm can find the
deviations and take corrective actions to reduce them. This leads to good
productivity and results. Thus employees can also perform efficiently
and effectively which leads to growth and success of the organization.
3.1 Evaluation of training event by different methods
There are various methods which are used by the management of company in order to
assess their training event (Huselid and Becker, 2011). Some of these models are defined below:
Kirkpatrick model:
Various organisations used this method as it one of the suitable technique. Training &
development events analysed by these methods and is categorized into 4 parts: Reaction: Training is provided by every organisation in order to improve skills and
abilities of employees. So, it is responsibility of firm to know reaction of those
individuals who has undergone training programme. By this, company try to know the
perception of employees whether they like learning session or not. Learning: At this stage, learning of employees is checked that has gained by them
through conducted training session. Behaviour: At this stage, learners are told to apply what they gain from training session
at workplace so that trainers can evaluate learning of individuals.
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 Results: This is the last stage in which results are evaluated of training session. Here,
assessment is done by manager that whether objectives are attained or not. They ensure
fulfilment of objectives.
CIRO model:
This model was launched by Warr, Bird and Rackham in 1970. This is used by employer
to examination skills and capabilities of employee. CIRO stands for context, inputs, reactions
and outcomes (Jackson, Schuler and Werner, 2011). Context- In this employer analyse the need of training, for whom and at what level. In
this employer also analyse methods of training. This help in knowing what can be done
so that employee learn nicely and apply in best way. Inputs-In this what input has to be given so that there are good outcome can get.
Management of company plan things how to execute planning and afterwards how to
implement them. Reaction- In this phase reaction of learner is noted. There are good chances to know how
employee feels about training. There is difference in thoughts as per perception of
individual.
 Outcomes- Act of trainee after and before training program is evaluated. Through which
Sun Court company came to know how much learning is gathered about job profile and
what skills and capabilities are gained.
Vermani & Premila's Model:
This is also a good method used by employer to evaluate employee knowledge and skills.
This will help in frequent achievement of goals and objectives. This model is three stage Pre training evaluation: In this there is evaluation of trainees expectation is examined.
There might be difference in employee's and Sun Court organisation prospect (Meredith
Belbin, 2011). Input evaluation: This stage is for training and learning of employee. This is period in
which training is provided by different methods such as on job , off job training.
 Post training evaluation: After providing training, it is evaluated that at what level it is
beneficial. There are different ways through which this can be checked.
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3.2 Assessment of training event
Training is not only up-to learning but company has to analyse whether there is profit of
training program or not. To know relevance of training, evaluation of performance has to be
done. It will impact employee also as there is fear in their mind that they can be evaluated so
they work with due care. Sun Court apply following ways to evaluate performance of their
workers: Performance test: In this method worker has to show their skill after getting knowledge
from training. It is observed that employee is able to achieve or complete work or not.
What all changes are there in working style and value addition to performance (Nel and
et. al., 2014). Questionnaire: Under this method there are different set of questions provided to trainee.
This will help in knowing relevance of training methods. Shortcomings can also be
rectified and measures are used to analyse best way of providing training. There are
difference in views of different personality. Observation: Top level management keep a eyes on working of employee after their
training program. Through they can check skills and capabilities of worker. It provides
chance that employee can perform best so that it gives opportunities of hype. Interviews: This method is important as there is direct and personal contact with trainee.
There is a panel who ask questions related to training program. This is a type of viva of
trainee taken by top level management. This helps in knowing what is learnt by employee
and how much remembered by him.
 Brain storming: Brain storming is a process in which trainees collectively give their
views regarding topic. This shows what they gain and change in their ideas. Sometimes
irrelevant matters are also provided by trainee. Then corrective measures are taken to
polish them.
3.3 Review success of evaluation methods
In present scenario, it is necessary for every organisation to administer training to its
manpower whether the company is large or small. Therefore, firms emphasize on training
programmes that are provided by them to their workforce. The responsibility is given to human
resource manager of the company to measure information and data from sources in order to
evaluate success of training session. So, in Sun Court Ltd., the managers will have to assess all
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gathered information from different sources such as employees, customers and trainers. Training
assessment have been done by using Kirkpatrick model (Human Resources Development. 2016).
By the assistance of assessment methods, the firm will enable to evaluate advantages and
disadvantages of training programme and learning gain by individuals. Training event success
can be evaluated from the below mentioned points:
 By examining the quality of goods & services delivered by manpower of company.
 Administered customer service should meet with core values of the business entity
(Meredith Belbin, 2011).
 It should be ensure that learning event is appropriate and successful in improving
motivation and efficiency level of employees.
CONCLUSION
As per the above mentioned report, it has been concluded that development of personnel
is very important for every organisation. It is necessary for managers and leaders of firm to
identify skill needs and requirement of employees and design appropriate training programme for
them. It helps in improving performance of the company as well as it also increase the
performance of employees. Motivated workforce assists in attaining goals & objectives of the
form by increasing its profitability. Every individual have different learning styles which
contributes in making effective training sessions. Learning curve is used by manager and leader
of the company in order to analyse performance of manpower. Skilled and knowledgable
employees assist in successfully attaining targets and objectives of the company. Knowledge
transfer by employees is necessary as it add value to the firm and ensure proper utilization of
funds. Learning theories contributes in enhancing performance of organisation.
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REFERENCES
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Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
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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
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Moser, C., 2012. Gender planning and development: Theory, practice and training. Routledge.
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Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.
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practice. Human Resource Management International Digest. 19(7).
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approach. Pearson Education.
Berman, E.M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
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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.
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Online
Human Resources Development. 2016. [Online]. Available Through:
<https://www.hw.ac.uk/services/human-resource-development.htm>.
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