Human Resource Management.

Human Resource Management

Table of Contents
INTRODUCTION................................................................................................................................2
TASK 1.................................................................................................................................................3
1.1 Different learning styles............................................................................................................3
1.2 Learning curve and its importance in transferring....................................................................4
1.3 Contribution of learning styles and theories.............................................................................5
TASK 2.................................................................................................................................................5
2.1 Training needs and different levels...........................................................................................5
2.2 Advantage or disadvantage of training methods.......................................................................6
2.3 Use a systematic way to plan training and development program............................................8
TASK 3.................................................................................................................................................9
3.1 Evaluation of training event preparation using appropriate techniques....................................9
3.2 Carrying out evaluation of training events................................................................................9
3.3 Success of evaluation methods................................................................................................10
TASK 4...............................................................................................................................................11
4.1 Government's role in training, learning and development.......................................................11
4.2 Competency movement and its impact on public and private sector:.....................................12
4.3 Contribution of contemporary training to................................................................................12
CONCLUSION..................................................................................................................................13
REFERENCES...................................................................................................................................14
INTRODUCTION
Human resource has plays a vital role in an whole organisation where human resource is
way to man power planning . The development of human resource is necessary to achieve with and
high accomplishments. HRD is a developments in such human resource practices where they help

to achieve successful goals. Development help to generating profitability and revenue. Sun court
Ltd has been chosen for this report where it is a health acre company which is provide health related
facilities to their concerning clients. Sun court company has build a contract with people R Us to
develop their training programs The present report is based on various learning styles of individual
and discus various training methods that hep to creating effectiveness in each and individual in
workplace. Further discussed training and development programs which can be aid to increasing
organisation efficiency. ( Armstrong, and Taylor, 2014.)
TASK 1
1.1 Different learning styles
learning styles are help to describe ability of persons. Learning styles are helpful to retaining
new knowledge and aid to increasing their workforce ability. These styles are laid on individual
performance where individual identify their capabilities. There are the various learning style as
follows:
Activist: This learning style is useful for their teaching new and more things. Activist is on the best
learning style where people are go depth into particular topic and generate own individual
knowledge. They all are open minded nature and adopting any kind of new information such as like
they are mostly used brainstorming puzzles etc.
Theorist: In this type of learner use to learn so many new things with the help of real facts and
figures. They want to generate proper knowledge of related subjects. In this learning style learning
generate deep knowledge about the specific topic. They used to analysis to get deep knowledge.
They learn so many new things with the help of stories, models, statistics etc.
Pragmatist: In this learning style there are various learners who learn from the real life based
situation. In this learning style they want to generate new and new ideas and working methods in
life which go to seek gaining information. In this leaning style activities like case studies, group
discussion are more helpful for that type of people who learn from this. ( Budhwar, and Debrah,
eds., 2013. )
Reflector: in this learning style observation is must important in learning practices. In this activities
like coaching, interviews, observing activities can work to train them. In this learning styles are
more useful for learn so many new things and doing yourself like where things are give though
process to have experience about that things which can be aid to increasing knowledge and skills.
Learning theories:
Cognitive theory: In this theory style internal or external elements are responsible for learning

individual . This theory is based on social environment and get influence the mental state of a
person. ( Steffen, and et.al., 2015.)
Behaviourist theory: This theory is based on psychological statement and believes that the
behaviour of a person is affected by their nearby surroundings. And those surroundings develop
culture and behaviour of a person through observing. ( Delahaye, 2015. )
1.2 Learning curve and its importance in transferring
Learning curve is a relationship between cost and output which can be go through by the
learning styles. In this curve individual get knowledged from all these styles. Or learning curve s are
mentioned for the estimated time which are consuming in learning practicies. Learnng practices ia
based on experience where it is aid to increasing knowledge and skills.
The above diagram clearly shows graphically about an individual's styles and respects with times. .
The graph says learning progress of person with increasing time and experience. Which means
according to time frame individual learn so many new things and at time to time. Knowledge curve
has increasing their knowledge level .
Add value: the organisation can also conduct training to improving their knowledge and working
efficiency. So this will help in adding value to the work done by employees. (
Kehoe, and Wright, 2013.)
Utilisation of funds: in this point manager can try out to identify the scare resource in their existing
organisation and effectively used them to increasing higher productivity. All these process will
properly increasing employees efficiency and aid to increasing productivity.
Development of personality: Employees practical learning will help in increasing confidence to

face all kinds of challenges. Developments in personality is useful to achieve higher success and
goals accomplishments. Personalty development will help to increasing performance efficiency
towards their working practices. ( Knowles, Holton III, and Swanson, 2014. )
1.3 Contribution of learning styles and theories
Learning theories and methods are helpful to whole organisation and employee performance.
Learning style are useful for the generating knowledge and working practices. In this style trainer
will get to identify individual need and expectations. ( Steffen, W. and et.al., 2015.) On the basis on
training methods is helpful to rapidly gain proper knowledge of the particular stream. Training
methods are render impact on the other hand whole process of the over al knowledge. Where it can
identify the proper working methods. On the other hand existing knowledge of the employees is
based on the past training records. As per the above scenario identify training needs and expectation
of the basis of learning theories and styles. In that situation organisation sated effective training
program where individual get increase their knowledge and skills. (Steffen, W. and et.al., 2015.)
That is more helpful to working effective. On the other hand training session are provide for te
improving working efficiency in there organisation. So in that situation as per the above sated styles
and theories has help to create a design a training session in that section identify which person have
need to training and on the basis on learning styles identify training methods and practices. In this
process used proper effective resources and material which would be laid on the effective training
program. The resources and materials required venue where training will be given etc. after this
process communication is way to provide effectiveness in this program. Communication is help to
provide proper relevant information from their current working place. The learning styles of
trainee's like pragmatist, reflectors theorists, and activist should be trained according .methods like
case study, role play, application of models, group discussion, puzzles etc. it will be helpful to all
these learners to according to their type. It is a very effective way to processing to a developing
training programs that is more effective to help in future possibilities. (
Kraaijenbrink, Spender, and Groen, 2010. )
TASK 2
2.1 Training needs and different levels.
In sun court Training and development needs are very essential for each and every
organisation. Training needs are helpful to providing effective knowledge and working efficiency.
With the help of training programs individual get increasing their knowledge and personal
attributes. In an organisation training and development are helpful to create a effective
environment . It aid to increasing higher working efficiency of each individual and laid to

improving organisation working environment. In an organisation training is compulsory to each and
every level . Where with the help of training and development program organisation sated higher
productivity and efficiency. In an organisation training needs to develop organisation performance.
In an organsiaion there are various level to differentiating needs and developments. On the basis of
organisational department there are various levels where require needs and development. (
Salvendy, 2012.)
Operational department. In this training is most essential for the all lower level of the workers. In
this level each and every one worker has to develop their performance skills and working abilities
where they attain higher profits and revenues. In operational level communication needs is more
important to each and every one where to interacting each another and create a healthy environment
in concerning workplace. In their level proper training provide for the balance to work with time
scale.
Managerial level: In this level organisation wants to develop their managerial skills and
performance efficiency of manager and team leaders where they able to build a effective team to
established organisation goals fulfilments. On the other hand at managerial level making proper
effective decision making process and strategies which are help to create competitive advantage of
over the other workforce environment. Managerial level has to be develop for the effectiveness in
team building proper operation over the all process of the organisation. ( Steffen, and et.al., 2015.)
Production department ; in this department provide effective training to get their develop new
products . In this process provide training at creating innovating and creative products. Product
creativity has build a competitiveness and aid to increasing productivity . Which would be helpful
to laid on improving production department and help them to generating higher profits. In
production department provide training is foe new product developments and create new innovative
products. In this process identify current market customer needs and then according to develop heir
new product range. ( Storey, 2014.)
2.2 Advantage or disadvantage of training methods.
In sun court Ltd. Training is very effective way to provide effectiveness in their
organisation. Training help to increasing effectiveness of in working practices. There are two ways
of training methods one is on the job training methods and second is off the job training methods.
On the job training methods are provide train in facilitates within their organisation such as,
orientation, seminaries workshops and many more activities which are conducting in their
organisation workplace. On the other hand off the job training methods are like to organisation
outside the organisations it is very time consuming training methods and cost effective. In this
training method organisation give them opportunity to go and discover external environment and

teach them through external activities like : in basking training program, pole playing management
games and many more activities. ( Steffen, and et.al., 2015.)
there are various advantages or disadvantage of on the job methods and off the job methods in sun
court Ltd.
On the job Advantage Disadvantage
Generally on the job methods are cost
effective because on the job training
session are conducting within the
organisation.
In this training method employees are
actually productive which means on the
job training method is help to generate
effective positive outputs.
On the job training methods are help to
provide proper guidance in current
workplace.
In this process training an employee in
their own working environment.
On the job training methods are
useful as well as there are so many
various disadvantage of on the job
training methods. In this training
method learning environment may
not be conductive.
In this method scare resources are
limited. Where organisation also have
limited opportunity .
In this method organisation keep
focus on proper procedure on the
basis of this bad habits might be
passed on and affected to other ones.
In this methods on the job method has
one major problem which is , in an
organisation there is limited facilities
to provide training.
In this method trainer may not be
given enough time to train them.
Off the job Advantage Disadvantage
In this training methods range of skills
and opportunity is wider.
This method is wider scope to learn so
many things.
This can be learn from outside to the
organisation with some extra resources
and facilities.
Employees can be more confident when
starting job because of their external
environment.
In this method said organisation provide
outside specialists or experts to provide
effective training programs.
It may provide high production and
updated knowledge of current market.
In this training method large number of
people were targeting at one time.
In this process aid to provide updated
resources and effectively utilised hem to
generate successful accomplishments.
There is no proper procedure to
training methods.
Lack of guidance.
More expensive . In this methods
more cost on transposition and
accommodation.
Sometimes this process is irrelevant
for the organisation.
In this straining methods most of the
time transferring issues will occur.
In this training methods there is no
process involvement of organisational
management team. ( Steffen, and
et.al., 2015.)

2.3 Use a systematic way to plan training and development program.
In sun court Ltd. There are various tools and techniques which are used in to develop
training program. In their training process is more essential for their each and every organisation.
For arranging the training and development, it is necessary to understand the primary objectives of
organisation. The workforce is designed in that ways which may provide high productivity and
effective working efficiency. Sun court are spread in whole world which provide needs a systematic
plan that can make employees perfect in their work and maintain the brand value of cited company.
Company has to adopt various changes in their organisation to generating more profits and
revenues. So in that situation organisation set there development plan to reach out the effectiveness
of each and individual employees and make them effective organisation.
Identifying needs: In this step firstly organisation set up to identifying individual needs and
exactions which may help to develop training program where who are in gradually need of training.
This need can be identify by comparing the performance of workers according to current needs of
market. So in that situation said company has to be develop their changes as according to
marketing situation. ( Steffen, and et.al., 2015.)
Defining objectives of training: this is necessary to set their objective and to make their provide
systematic way to generating accomplishments of goals and targets. Objective should be help to
way to provide effective goals which can be fulfil by the organisation. Therefore, by clearly define
the importance of training for employees said business can build the strong base of learning process
for workers.
Decision of training methods: As the manager identify of training needs at first stage, the collected
information can be used to design training method. In this stage proper build decision making
process and build strategic strategies to make effectiveness (The four basic steps in the training
process. 2017)
implementation and evaluation: in this final step training is conducted according to over all plans
where organisation sated effectively. And after all these above step manager will implemented all
these process and evaluate all term all programs.
the above mentioned steps helps to developing a training programs where each and
individual are performing effectively and efficiently. These process may provide working
effectiveness and competency in workforce. Training and development programs are also help to
creating new things in an organisation which may help to improving organisation productivity. (
Steffen, and et.al., 2015.)

TASK 3
3.1 Evaluation of training event preparation using appropriate techniques
As a HR assistant I have evaluated that the training is very necessary for the proper
coordination among staff and company. When training programs are applied by Sun Court
Residential Homes Ltd., evaluation is important for the company. It also involves as the final stage
in the systematic training (Salas and et.al., 2012). Company must know what evaluation means,
what needs to be evaluated, when evaluation should be there, by whom evaluation should take place
and how to gather data related to evaluation after implementation of training programs. Evaluation
is defined as the feedback or outcome which is collected on the outcomes of training programs.
Evaluation is helpful in many ways. It helps in determining training effectiveness in company. It
also measure whether the objectives are met by the training programs or not. Validation of training
as a tool for business will become effective evaluation and it is important for the of organisation's
profit and performance.
After knowing the evaluation's importance, Sun Homes Ltd., still needs to know what
should get evaluated. There are various criteria sets for company that needs to be evaluated, they
are:
 Outcomes of learning
 Reaction of participants
 Change in behaviour
 Change in performance
 Training cost
 Efficiency and many more
Among them, company needs to identify what is the important factor that should get
evaluated. Chosen factor must be according to desire and situations of company and must be
effective (Grossman and Salas, 2011).
3.2 Carrying out evaluation of training events
After knowing what evaluation is and what should get evaluated, Sun Homes Ltd., should
notice something, that is when evaluation should be there. Evaluation will help company in making
decisions which programs should get continued and which needs to get stopped (Ford, 2014).

Figure 1 Stages of training, 2017
(Source: Stages of training, 2017)
There are four stages of training, first is identification of learning needs, then designing of training
programs, delivering those training programs and the last is evaluation of training. There are two
types of evaluation: Formative : Formative evaluation can be defined as the data source which will help in
supporting process of planning, so as to improve or refine training. Sun Homes Ltd., should
carry out this evaluation at the stage of development, so as to check that the planned
activities, approach, material and content are helpful in achieving desired outcomes of
training. Thus, surveys should be made by company before starting training program
(Kagitcibasi, 2013). Summative: Summative evaluation main focus is on the effectiveness appraisal of
completed program or event. It means that this evaluation is made at the end. The program's
result can be used by Sun Homes so as to analyze and make several recommendations
regarding whether the event should be modified or continued in future.
Formative evaluation is better than summative as it helps trainer not only for specific time
but also for next time. Next step in evaluation is who will evaluate training. There are number of
stakeholders, then company must choose someone from stakeholders for evaluation (Zheng, Yang
and McLean, 2010).
3.3 Success of evaluation methods
Sun Home Ltd., should have knowledge of how to gather data for evaluation. By knowing
this it will be helpful for a company to evaluate training programs (De Haas, 2010). There are
several ways to collect data, it can be from Interviews Direct observations

 Questionnaires Written exams Tests about performance Performance data Audit of training
Most appropriate method will be direct observation method, which involves direct
discussion with trainees. It will be best method to measure changes in behaviour, disadvantage can
also be there such as disruptive and subjective process and can also have effect on behaviour
(Training program evaluation. 2013)
Another method is performance test. This method will help in testing the ability and required
skills of marketing employees of Sun Homes. This method is related to work of marketing
employees. This method also includes skills based and cognitive learning and allow interpersonal
skills evaluation. It will help in testing performance of employees in various fields and will also
helps to know the effectiveness of training (Harzing and Pinnington, 2010).
The final method for Sun Count Residential Homes Pvt. Ltd., is auditing of training. This
method is part of various schemes of management of quality and organisational development. It will
be helpful because auditing provides assessment of training needs and also evaluation of training.
These three evaluation methods of training will help company to collect data for evaluation and also
for training programs. With the help of the data , company will be able to identify the needs and
requirements and will modify the programs of training for the department of marketing (Guest,
2011).
TASK 4
4.1 Government's role in training, learning and development
The role of government in development, training and lifelong learning is very important.
The role of government can be defined in various perspective: Generation of public norms: A government will reach everyone, with the help of its various
means, a process can be initiated by government for generating a common culture between
public which will be helpful for their training and development. Formulation of HR policy : A proper formulation of policy by the government related with
the development of human resource for all citizens will help in improving the citizen's
capability (Boxall and Purcell, 2011). Allocation of funds: Government can give funds for the development of Human resource
department in public and private sector. Government provide funds for training and
development of state employees. As per the government policy they can also provide funds

to private sector. Promote study of the HRD: Government can help in the development and training by
promoting study of HRD for all. It can be done if the syllabus of HRD get included in
National Curriculum (Werner and DeSimone, 2011). Creation of favourable environment to work: By creating good work environment,
government can provide help in the development of overall capability of citizens. It can be
done by passing law which contains employees right and punishments for violation.
4.2 Competency movement and its impact on public and private sector:
The impact of the competency moment was positive on both the sectors. The private and the
public sector. The competency programs helped in determining the overall capabilities of an
individual. With the help of this movement individual performance can be judged by comparing it
with the performance of the other individual at same level. By this the abilities and qualities of the
individual came forward and it was make out that which individual is best fit for a performing a
particular type of job (De Haas, 2010). Through this process the feeling of competition was created
among the employees. In order to prove themselves best they give their best so that they get more
recognition in the organisation. This helped both the sector with the effective and efficient results by
their human resources. On the basis of competency reports both the supervisors and the employees
work together to develop their performance and also continuous growth can be maintained.
Competency movement also helped both the sectors with the innovation factor in the work
performance. Everyone come up with their new and creative ideas which can be utilised by the
decision taking authorities for taking decisions and making new plans. As employees work as a
team in a particular project it leads to the decrees in the time taken in problem solving. As many
employee work together for a task they come up with more solutions (Harzing and Pinnington,
2010).
4.3 Contribution of contemporary training to human resource development
In the contemporary training introduce by the U.K government benefit to the human
resource was done. They were benefited with enhancement in the knowledge and also better
working ideas. Human resource is a very important part or resource of the organisation. The
profitability of any organisation largely depend upon the human resource of that company.
Continuous improvements were done on the employees by providing them continuous training. The
employees were provided with on the job and off the job training programs (Werner and DeSimone,
2011). This help the human resource in better understanding and better learning. Such trained and
skilled human resource give comparatively better results to the organisation than in comparison to
the non-trained employees. This way the production is done in the most effective manner and the

degree of customer satisfaction also increase to a great extent. Output produce by the trained human
resource is more cost effective as less wastage is done by them and also the time taken in the
process of production is also minimised.
CONCLUSION
From the above report it can be concluded that how it is important to have learning
environment in the organisation. By adopting the various learning styles the organisation can be
benefited with new ideas and knowledge and transfer of learning help in the overall development of
the organisation. For the development of an effective human resource team in the organisation
training can help much. As through training process the human resource become the long term asset
of the organisation and do the overall development of the employee too. The company is benefited
if the human resource is more training and also the attitude of learning in the organisation.
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