Human Resource Development Report : Sun Court Ltd
Added on -2020-07-22
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Human ResourceDevelopment
Table of ContentsINTRODUCTION ..........................................................................................................................1TASK 1............................................................................................................................................11.1 Learning Styles.................................................................................................................11.2 Role of learning curve and significance of transfer learning at workplace......................41.3 Contribution of learning theories and styles.....................................................................5TASK 2............................................................................................................................................62.1 Training needs Analysis for workers at different level ...................................................62.2 Various kinds of training approaches and its advantages and disadvantage....................72.3 Systematic method to plan training and development for an event .................................9TASK 3..........................................................................................................................................103.1 Application of relevant evaluation techniques ..............................................................103.2 Evaluation by examining the responses to the evaluation form.....................................123.3 Success of evaluation form.............................................................................................13TASK 4..........................................................................................................................................144.1 Role and responsibility of government...........................................................................144.2 Development of the competence movement has effected private and public organisation154.3 Contemporary training initiatives introduce by the government of United Kingdom. .16CONCLUSION ............................................................................................................................17REFERENCES..............................................................................................................................18.......................................................................................................................................................19
INTRODUCTION Human Resource Development is an important aspect for every organisation. It refers toan activity that assists in developing skills and abilities of individuals. It includes variousopportunities for manpower such as training, career development, coaching, succession planning,performance management, etc. All these are important for developing superior workforce. HRDis concerned with administering training and learning to employees that provide benefits in theircareer growth. In the present report, chosen organisation is Sun Court Ltd. which deals inmanagement of properties (Anderson, 2013). The assignment covers various styles of learningand its contribution in planning and designing training event. Importance of knowledge transferand learning needs of manpower at different levels of management are also defined. Apart fromthis, utilization of systematic approach in designing training event and role that governmentplays in providing development and lifelong learning to employees are described. In addition tothis, influence of competency movement in public and in private sectors as well as role ofcontemporary training initiatives in personnel development are defined in the project. TASK 11.1 Learning StylesVARK Learning style:Visual learning style:In this style, learners learn by seeing things. This learning isprovided by labelled diagrams, flow charts, graphs, symbols etc. This assists in creating visualreminders and increase creativity of learners. Advantages DisadvantageIt is very essential and important for employeesto learn basic skills and knowledges aboutparticular subject. It is completely based on graphs which is maindisadvantage of this theory. Auditory learning style:Information is provided to individuals by lectures, discussions,email, radio etc. Learners gain learning by hearing and speaking. By this style, learnerssometimes can not gain proper information. Advantages DisadvantageIt is very important for the company because itgives entire information related to businessIn is difficult for the learner to get essentialinformation and data. 1
operations.Read/ write learning: In this, learners learn by reading and writing things. They gainlearning by displayed information. This style assists the learner in understanding things in bettermanner.Advantages DisadvantageThis types of learning style help the learner inorder to learn by writing things. It is not good for the learner to learn accurateinformation regarding business profitability. Kinaesthetic learning style: This style includes practical learning. Individuals learn bydoing practical tasks. It assists the learner in doing their work in better manner. Advantages DisadvantageIt is very essential and foremost style in orderto encourage practical learning of employees. It is difficult in order to identify their betterskills and knowledge. Behaviourist learning theory: According to this theory, learning is nothing. It is theacquisition of behaviour on the basis of environmental situations. Advantages DisadvantageIt emphasize on environment design tooptimize learning. Feedbacks are used to alter the behaviour of anindividual in the required direction. Cognitive learning theory: This theory includes second language learning as a reasonedand conscious thinking process, involving deliberate use of strategies. Advantages DisadvantageThis approach assumes that responses are theresult of intentional patterning and insight.It emphasize on mental activities of learner.Honey and Mumford learning style:The model is given by Peter Honey and Alan Mumford in year 1986. They buildquestionnaire instead of directly asking people about their learning. It probes general behaviourtendencies of individual. As per this model, learner should know about their own learning styles.It helps them in making smarter decisions. Four preferences are given in this model:Activist: These are the people who learn by doing. They want to take good experiencefrom innovative things. Individuals with this type of learning preference are willing to do variousactivities and are able to work in high pressure situations. Reflectors: These are the individuals who learn only by observing things. They don't liketo jump into actions and taking snap decisions (Aswathappa, 2013). Rather than involving into2
discussions, reflectors sit back, listen properly, look things from various perspectives and taketime before coming to any conclusion. Theorists: These individuals are able to think logically and carefully about situations andprefer to work in the given system. Their conclusions are not influence by their emotions and arenot making any assumptions without going through analysis or research. Theorists prefer to workin practical and logical terms on the basis of their learning.Pragmatists: These individuals prefer to apply theories and knowledge in literal andpractical sense (Bamberger, Biron and Meshoulam, 2014). They learn by experimenting andtesting ideas as well as by solving problems. They do not prefer to take participation intodiscussions but, they put things directly into action. Advantages: This model assists the manager of Sun Court Ltd. in planning and organising work in aproper manner. It helps in resolving the conflicts and making decisions in an effective manner.Disadvantages: Reflectors are not able to act spontaneously.Theorists Individuals need a lot of information before initiating work. Kolb's learning model:The model is developed by David Kolb in 1984. The model is represented by fourlearning styles. These are-3
Illustration 1: Kolb's Learning Styles(Source: Saul Mcleod, 2017)Diverging: These individuals are able to see things with different perspectives. They observefirst and then use their imagination in order to solve problems. Managers with this learning styleconcrete solutions from different viewpoints.Assimilating: Learning preference of individual includes logical and concise approach. Inorganisation, managers with this style clear explanation instead of practical opportunity (Bray,and et. al., 2012). They emphasize more on abstract concepts and ideas rather than people. Converging: These individuals use their learning in order to find out the solutions ofpractical problems. Converging learners are more attracted towards technical tasks rather thaninterpersonal issues. They like to work with the practical applications. Accommodating: These people depend on intuition instead of logic. They use analysis ofother individuals and prefer to take experimental and practical approach.Advantages: In Sun Court Ltd., this model is used by the manager to create more learningopportunities for employees. It assists in improving the performance of firm as well as of individuals. Disadvantages: 4
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