Role of Government in Training and Development

This article discusses the role of government in training and development and its impact on organizations. It explores the initiatives taken by the UK government for employee development at Sun Court Ltd.

HUMAN RESOURCE
DEVELOPMENT

Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.1 Different learning style..........................................................................................................3
1.2 Explain the role of the learning curve and the importance of transferring learning to the
workplace.....................................................................................................................................4
1.3 Contribution of learning styles and theories when planning and designing a learning event5
TASK 2............................................................................................................................................5
2.1 Compare the training needs for staff at different levels in an organization...........................5
2.2 Assess the advantages and disadvantages of training methods used in an organization.......6
2.3 Use a systematic approach to plan training and development for a training event...............7
TASK 3............................................................................................................................................8
3.1 Prepare an evaluation using suitable techniques...................................................................8
3.2 Carry out the evaluation of the workshop..............................................................................9
TASK 4............................................................................................................................................9
4.1 Role of government with regards to training, development and lifelong learning................9
4.2 The development of the competency movement has impacted on private and public sector
...................................................................................................................................................10
4.3 Training initiatives taken UK government for development employees at Sun Court Ltd. 12
REFERENCES..............................................................................................................................14

INTRODUCTION
Human resource development (HRD) is a substantial part of human resource
management (HRM). HRM includes all the human resource related issues from formal
management of personnel within any organization, whereas HRD includes a part related to
training and development needs of the employees to develop their skills, knowledge, personal
and professional abilities to work for achievement of organizational goals. In the first task, it will
discuss about different learning styles and role of learning curve. Further, the need of training for
staff personnel is discussed and the methods of learning that can be applied. In the next task
techniques for identification of needs are used and those methods are evaluated. In the last task,
roles of government are discussed relating to development of employees and how contemporary
movement of government impacts development in public and private sector is also discussed.
TASK 1
1.1 Different learning style
Peter Honey and Alan Mumford have developed leaning styles. They have described four
learning styles i.e. activist, pragmatist, reflector and theorist. Each individual has different
learning capabilities and learning styles they prefer. Based on these abilities to adapt these
learning styles are defined.
Activist: People who learn by doing any task by them-self fall in activist category. They are
open to learn any approach, self involvement and accepting new experiences. Sun Court ltd
could use various techniques like discussions; problem solving sessions, brainstorming etc. can
be used to develop this kind of people.
Reflector: These kinds of people tend to observe from a distance and learn by viewing
experience of other personnel. For developing these personnel Sun Court ltd uses techniques
like, observation activities, feedback from others, self analysis, interviews, coaching etc.

Figure 1: Different learning style
Pragmatist: These people prefer to see the ways to put learning into practical life. Concepts and
theories are not useful for them until they can find methods to apply them. They are often
experiment to try new and innovative ideas. Using methods like, case studies, new strategies,
time to time thinking about applying learning techniques etc. seems to be better to the
management of Sun Court ltd.
Theorist: This type of employees uses theories, models, concept etc. for learning process. They
need to understand the theories behind the actions. Explanation through theories, models, stories,
quotes etc. are best way to develop learning in these people.
1.2 Explain the role of the learning curve and the importance of transferring learning to the
workplace
Learning curve is graphical presentation of leaning capabilities developed with respect to
time spent. Hence, it can be said that learning curve is a measure of determining the person’s
ability to understand any concept. People who gain more knowledge and understanding about
work in short time are steep/fast learner. There is another concept of flat learning curve where
learner gets slow knowledge. Flat curves do take long time as they provide sufficient time to
brain to understand the full concept and enhance skills.
Transfer of learning means the employee or trainee’s ability to apply the training
knowledge to the job task. The positive transfer took place where trainee effectively transfers the
Different
learning
style
Activist
Reflector Pragmatist
Theorist

whole knowledge of the training otherwise it is called as negative training. Thus, it is important
to have a positive transfer as training processes are conducted with intention to enhance the
knowledge and skills of the employees or trainees for the organization’s benefit. If the transfer of
learning is negative then the whole purpose of training will be nullified.
1.3 Contribution of learning styles and theories when planning and designing a learning event
Learning styles and theories are conceptual way to develop skills and competency.
Learning styles vary from person to person as per their ability to learn and requirement of
learning. However, learning theories contributes for understanding about the organization’s
factors and workforces. Considering learning styles and theories learning events are developed.
These learning theories contribute towards accepting new challenges aroused due to change in
organization’s culture and structure. In context of Sun Court, event designing is even affected by
various factors such as, adaptability, responsibility scope, improvement needed etc. The learning
events are designed to fulfil the factors and generate an outcome that is appropriate for human
resource development.
TASK 2
2.1 Compare the training needs for staff at different levels in an organization
As the organization employ people with bigger jobs, higher expectation is developed
about the staff’s contribution towards the organization. Apart from the job requirements
employees often move towards better opportunities, to fill those vacant place new employees are
employed and their training needs should also be identified. The training needs are identified on
the basis of factors like, attitude, skills, qualification, behaviour, competencies that are needed
for survival etc. For success of the operations of organization it is crucial to develop the career
path to fulfil the individual and organizational needs. Sun Court ltd has identified the training
needs on the basis of importance of position of the employee. For example, managers are trained
for a period of 1 year, hired university graduates go through 6 month training, and experienced
managerial persons are trained for a period of 3 month.

Apart from these initial trainings while hiring, employees performance is analysed every
6 month and in case of continuous deficiencies different training programmes are designed. Line
managers and team manager have the responsibility to evaluate employees on timely basis and
rating the employees on basis on actual performance and expected performance. These ratings
help the employee to identify their expected skills and competencies so they can fill the gap.
Training needs are even identified in event of substantial technological changes. This feedback
process helps to set further objectives and goals and construct a focused and realistic path.
2.2 Assess the advantages and disadvantages of training methods used in an organization
Trainings are conducted with the prime intention of skill and knowledge enhancement of
the employees so they can contribute to the success of the organization effectively. Training and
development programs usually cost a lot thus they should be designed after effective and
efficient analysis of the cost and benefit. There are various methods that are used for training:
Job rotation: Changing the positions of the employees by promotions and transfers to various
departments. This method benefits the organization in form of transfer of expertise to various
departments and different level of the organization and the employee is able to expand new
opportunities. But this method sometimes reduces the production capabilities and discourages the
employees. Sun Court ltd does not entertain this method widely as the employee does not gain
perfection in one field and it cost high then other methods.
On the job training: This method is used for developing actual job experience among the
employees and providing them with new market opportunities and threats. This method provides
immediate feedback and an opportunity to take remedial actions. The performance is measured
instantly and this provides better assessment of the employee’s capabilities. However, Sun Court
ltd finds that this method creates hurdle in regular operations and sometimes expected goals and
objectives not achieved.
Off the job training: These training are conducted at a place other than actual work place this
includes, evening classes, day release, computer based or online trainings, self study centres etc.
This is advantageous as it provides wider set of skills and knowledge development, outside
innovative knowledge can be learned apart from organizational experts, employees are more

confident to raise questions and start work. However, on the other hand this method is more
expensive as organization has to pay for employees, working hours are used for training, and
some induction training may still be needed. Sun Court ltd still choose this approach as it provide
better skills and qualities to the employees rather than other development methods.
Performance training: These training programs are conducted to enhance the performance of
the existing as well as new employees. It increases the performance of the employees but on the
other hand it sometimes develop negative attitude in the employees. Sometimes employees get
better opportunity due to their high performance and tend to leave the organization.
2.3 Use a systematic approach to plan training and development for a training event
Systematic training approaches are developed specifically for the organizational
objective. It is designed formally to insure that it meet needs of the organization. Systematic
approaches for training starts with analysis phase. In the first phase employees performance is
analysed and compared with the organization’s goals. This phase requires tactics to distinguish
between training requirement and other issues that lower the performance. After the analysis of
training needs the input is used to create learning objectives, choosing appropriate methods of
training, training material needed and the location to conduct the training is identified.
In development phase primary focus is on acquiring training material and training
sessions are developed as per the identified needs. In the last session the designed systematic
approach is implemented means all the planning of the previous stages are accumulated and
actual training process is started in this stage. All the learning techniques and materials produced
are used in this approach for providing trainings to the staff personnel. Evaluation/monitoring are
required at each phase of the process.
Sun Court ltd uses its systematic and customised approach to develop the human
resource. Number of issues such as, training needs, material, location budget, initial cost, trainers
etc is faced in these types of training programs. Still these approaches are most effective as they
are developed after identifying the training needs of the employees. Thus, systematic training
approaches are used for skill enhancement and performance betterment. This benefit the
organization as proper skill development is made.

TASK 3
3.1 Prepare an evaluation using suitable techniques
Evaluation process is usually made of various performance evaluation techniques. A
single performance evaluation technique can be used but multiple evaluation techniques will
develop a better picture of the areas of improvement and feedback needed. For the evaluation of
performance of employees following techniques can be used:
Observation sheet: This method is about observing the employees performing and the manager
is responsible for answering various questions asked in the sheet. In this method observation
sheet is filled by the organization’s personnel thus, it is more trustworthy for the identification of
employees needs. Questions in this observation sheet covers substantial area and constitute
proper evaluation. Questions in this technique may be:
 Objective of the training programme is achieved or not?
 To what extent objective is achieved?
 What did the learners specifically learned?
 The commitment learners have towards training programs and the outcome due to
training?
 How successfully plans are implemented and support from/to line manager?
 The sufficiency of resources and time for the development process?
 How efficiently trainees transfer the learning?
By involving questions related to trainee’s skill development, organization’s resources
etc. will help these evaluation techniques Sun Court ltd can proceeds towards the betterment of
employees. Evaluation technique helps the organization to evaluate the effectiveness of the
training and also measure if training programs are meeting its substantial needs. Evaluation
technique even provides cost-benefit analysis, return of investment etc. of whole of the training
session.

3.2 Carry out the evaluation of the workshop
Evaluation helps in decision making such as whether training is needed or not. Training
programs has benefitted the organization and employees or not, Training program should be
continued or not, Learning capabilities of the employees and material required and available are
sufficient or not. Evaluation can be done using two methods i.e. formative and summative.
Formative: This technique is estimated as source of data that will provide support to planning
stage. This is useful for checking the planned approaches, content, resources, activities involved
etc. using a stipulated format. Organization should conduct training activities after survey.
Summative: This tool of evaluation emphasise on appraising effectiveness of events and
programs that are completed. This program will provide the brief summary about the training
program and its success as it should be continued in future or not.
Sun Court ltd uses both the techniques but formative is better than summative as it details
the process based on stipulated format and they provide information for present as well as future.
TASK 4
4.1 Role of government with regards to training, development and lifelong learning
Government plays vital role in the growth of the organization and also help the
management to provide suitable training to the employees thus they are able to achieve the
management goals. Training of employees is essential part for the management that help the
business to gain the sustainable growth in the market. Skilled employee at the work place assists
the business to satisfy the need of customers and increase the efficiency of organization.
Government takes various initiative to train the fresher candidates in the market thus they are
able to give their best at their respective jobs. Government of UK plays vital role in the growth
of organization also help the students to get the good job in the multinational organization with
the help of training (Edwards.et.al.2013). Government design the circular for training of the
employees at work place thus Sun Court ltd is able to hire the skilled and developed candidates

at work place. Government plays vital role in increasing the talent of the fresher candidates at
work place. Government provides different training session to the employees like management
training, technical training, financial services training etc. Following role played by the
government in training, development and lifelong learning:
Training according to trends: In the current era all the organization needs the candidates as per
the current trends thus they are able to meet the expectation of the customers. Government of UK
provides training to the employees as per the latest trend in the different sector. For instance Sun
Court ltd needs the candidates for the sales profile thus management hire the candidates who are
good at communication skills, attract the customers to buy the products etc. This kind of training
is provided by the government to the candidates to meet the expectation of the organizations.
Creating favourable working environment: With effective training to the employees
government creates favourable working environment for the business in market thus they are
able to achieve their goals (Mourshed.et.al.2012). Suitable candidate at suitable place assists the
management to gain the competitive advantage and fill the vacant seat at work place.
Vocational training: Vocational assistance is a kind of training that is given to the employees in
certain field like for sales, machine operation, finance field etc. Vocational training can also give
applicants an edge in job searches, since they already have the certifiable knowledge they need to
enter the field. Government design the course for the vocational training to the candidates after
high school. Various universities in UK offer this kind courses in different fields thus candidates
are able to get the desired job.
Learning and Skills Council (LSC): LSC is the non- departmental public body that is funded
by Department for business, Innovation and Skills and the Department for children, schools and
families in England. In past year Learning and Skills Council was replaced by Training and
Enterprise Councils in England (La Porta, and Shleifer, 2014). The main motive of this council is
to give effective training to the candidates and make them able to meet the expectation of
multinational organization.
4.2 The development of the competency movement has impacted on private and public sector

In the current market competition affects the growth and customer base of all the
organization either public or private. All the organization wants to get good growth but
customers have variety of choices to purchase the products and services in market. Multinational
organizations are affected by the low demand of the goods and services in the market (Tripathi
and Agrawal, 2014). Organizations are not able to meet their objectives due to cut throat
competition thus it can be said that competition movement affects the profit ratio of both public
and private organizations.
Private sector is focused to hire the skilled candidates in the organization thus they are
able to meet the desired output. A competent candidate is an asset for the business and generates
desired output from the given job. Management hire the skilled and well trained candidates from
the market thus management needs not to invest time of training and learning of the candidate.
Private organization always tries to hire the experienced candidates for the organization thus they
are able to develop the good customer base for the organization. For example private sector
needs and HR manager who is able deal in the fields of management like technical field, HR
field, training of candidates etc (Wu, 2013). It is very tough task for the management to hire the
skilled candidates for the business. Identifying the suitable candidates and provide them training
is very length process to eradicate this kind time consuming task management hire the
experienced candidates. This kind of hiring reflects the partial image of business in market and
new applicant does want to join the private sector at any cost. It is the duty of business to provide
employment opportunity in market and government binds the management to implement the fair
practices in selection procedure of the candidates.
The major aim of the public organization is to serve quality services to the customers at
reasonable cost. In some cases like at the time of recession management does not focus on the
welfare of public their major aim is to meet the actual cost and increase the profit margin of the
organization. Public organization is focused to hire the fresher candidates for the organization
and provide them training as per the requirement of given job. In the public sector competency
become a matter of concern thus sometimes public organization is not able to meet the quality
standards. Due to cut throat competition management has to reduce the prices of products and
services (Bowman.et.al.2014). Customer retention is tough task for the management due to

variety in demand of customers due to lack of facility management is not able to fulfil the need
of customers.
4.3 Training initiatives taken UK government for development employees at Sun Court Ltd
UK government takes various training initiatives in the development of employees at
work place. Human resource development is major task for the organization and it also helps the
management to identify the potential of individual employee. Government of UK is focused to
develop the skills of candidates at work place thus they are able to give their best towards the
organizational goals. Various training initiatives take by the government of UK are as follows:
Learning and Skills Council (LSC): Government of UK establishes the LSC to combine the
responsibility for all planning and funding of employee training program. The major aim of LSC
is to train the employees in their respective fields thus they are able to contribute as per the
demand of the organization. The major responsibility of learning and skills council is to identify
the potential of the employee and give them training as per the need.
Investor in People: This is the national standard program which is designed to improve the
performance of the employees at work place. The major aim of this kind of program is identify
the issues faced by the employees at work place provide them suitable solution
(Nalbandian.et.al.2013). For instance any employee in Sun Court Ltd facing the issue in
operating the computer system than training session conducted by this program are helpful in
solving the issue. Government of UK introduce the training program for the employee welfare or
it can be said that this kind of program are skill development plan.
Union learning fund: It is the source of raising funds for the employer to increase the
participation of the employee in learning procedure. It is the best and effective way to increase
skills of the employees thus they are able to meet the services standard of the organization. In
order to retain the customers within organization management has to recruit the skilled
candidates towards the organization (Grant, 2016). In order to train the employee’s management
needs the funding under this circumstances management needs the Union learning fund.
National Apprentice and Industrial Training Authority: The Apprentice training helps the
organization to develop the skills of the employees in organization. Various are developed by the

authority that assists the management to develop the skills of current employees at work place.
Following activities are implemented by the government:
National Competency Standards: Sun Court Ltd always try to hire competent candidate for the
organization thus they are able to achieve the desired goals. National Competency Standards
always try to improve the skills of the candidates and maintain the efficiency of the organization.
Industry placement of trainees: Under this program management provides training to the fresher
candidates at work place. It is the duty of management to train the employees in a way by which
they are able to perform the task after completion of training. Sun Court Ltd hire the candidates
from the university and provide them training as per the need of business (Busemeyer and
Trampusch, 2012). For instance management wants the candidate for sales profile and provide
them training as per the job sales designation.

REFERENCES
Books and Journals
Bowman, J.S., West, J.P. and Beck, M.A., 2014. Achieving competencies in public service: The
professional edge. Routledge.
Busemeyer, M.R. and Trampusch, C., 2012. The political economy of collective skill formation.
Oxford University Press.
Edwards, R., Raggatt, P. and Small, N. eds., 2013. The learning society: challenges and trends.
Routledge.
Grant, R.M., 2016. Contemporary strategy analysis: Text and cases edition. John Wiley & Sons.
La Porta, R. and Shleifer, A., 2014. Informality and development. The Journal of Economic
Perspectives, 28(3), pp.109-126.
Mourshed, M., Farrell, D. and Barton, D., 2012. Education to employment: Designing a system
that works. McKinsey Center for Government, 18, pp.1-7.
Nalbandian, J., O'Neill, R., Michael Wilkes, J. and Kaufman, A., 2013. Contemporary challenges
in local government: Evolving roles and responsibilities, structures, and processes. Public
Administration Review, 73(4), pp.567-574.
Tripathi, K. and Agrawal, M., 2014. Competency Based Management In Organizational. Global
Journal of Finance and Management, 6(4), pp.349-356.
Wu, J.L., 2013. The study of competency-based training and strategies in the public sector:
Experience from Taiwan. Public Personnel Management, 42(2), pp.259-271.