Human Resource Management Analysis

This assignment delves into the crucial role of human resource management (HRM) within organizations. It examines various aspects of HRM, including its influence on organizational outcomes such as performance, employee satisfaction, and the effectiveness of training and development initiatives. The analysis draws upon academic literature and real-world examples to understand the complex relationship between HRM practices and overall organizational success.

Human Resource
Management

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Comparing different learning styles......................................................................................1
1.2 Role of learning curve and the importance of transferring learning to the workplace..........2
1.3 Contribution of learning styles and theories when planning and designing a learning event3
4.1 Role of government in training, development and lifelong learning.....................................4
4.2 Way in which development of competency movement has impacted on public & private
section..........................................................................................................................................4
4.3 Way in which contemporary training initiatives introduced by UK government contribute
to HRD for Sun Court Ltd...........................................................................................................5
TASK 2............................................................................................................................................6
2.1 Comparing the training needed for staff at different levels in Sun Court Ltd.......................6
2.2 Advantages and disadvantages of training methods used in Sun Court Ltd..........................6
2.3 Using a systematic approach to plan training & development for training event.................7
3.1 Preparation an evaluation of a training event........................................................................7
3.2 Carrying out an evaluation of a training event......................................................................8
3.3 Reviewing the success of evaluation methods used..............................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................11

INTRODUCTION
In the present scenario, it has become necessary for organisations to give due
consideration to the human resources and managing them in an effectual manner so that they can
be kept satisfied. It is because; with the existing rivalry among organisations and entry of new
competitor firms at a fast rate, employees are having chances to switch over to other companies
(Healthfield, 2016). Thus, to retain them in the long run with making them satisfied, human
resource management plays one of the most important roles now-a-days. Under the same,
training and development is considered as an essential part that highly helps in keeping the
workforce motivated and thus, retained in the organisation for longer span of time (Guest, 2011).
In the present report, there will be discussion on the different learning theories and styles along
with understanding the government-led skills development initiatives with respect to the given
scenario People R Us as well as Sun Court Residential Homes Ltd. In addition to this, study will
be made on planning and designing training and development event with making evaluation of
the same.
TASK 1
1.1 Comparing different learning styles
Every person is different from the other and so as their styles of learning. However, it can
also be said that an individual is not restricted to only one learning style as they can be
comfortable with more than one. There are some styles of learning which are in parallel with
specific circumstances (Healthfield, 2016). Therefore, it helps in making it impossible for an
individual to have different styles of learning that can be used in different situations. In order to
understand the relative concepts easily, it is significant for individuals to adopt different learning
techniques.
There are several intuitive factors and behaviour with which the learning techniques get
influenced. However, they differ from one person to another. Sometimes, it is seen that people
control their behaviour however, if at once, it gets changed, with the same, complete work would
get affected (Bondarouk and Ruël, 2009). For example, in Sun Court Residential Homes Ltd.,
under training program being conducted for making the workforce re-train, firm can use this
learning technique. It will be useful at the time when individuals will be made aware regarding
changing from a generalist to a specialism care home. These are being taught to them so that they
1

would be able to understand the upcoming change in a better way as well as take the same
seriously (Bratton and Gold, 2012).
Among all learning styles, visual learning is the one which involves understanding new
knowledge with the help of making use of visual devices. For example, in the training program
organised by Sun Court Residential Homes Ltd., this learning style can get involved with the
help of which new recruits would easily understand and remember what actually is desired from
them i.e. to provide specialist services for treating dementia. However, another useful learning
style in kinaesthetic under which an individual learn the work which practically doing the same
and thus, it can be termed as a more practical approach (Budhwar and Debrah, 2013). Therefore,
to make new hired candidates learn the way of running operations, firm can use this learning
style for them. This will be helpful in making employee learn the procedures of safety and health
as they would need to be more practical when working on the procedures. However, there are
some other learning styles too like; aural and verbal. There are some individuals who prefer to
learn by using sound and music in what has been taught to them and on the other hand, as per
verbal style of learning, individuals learns if they are being said with using words both in speech
as well as in the written form (Jiang and et.al., 2012).
1.2 Role of learning curve and the importance of transferring learning to the workplace
A graph in which the total time spent on learning in against of consent of abilities can be
termed as the learning curve. Under the same, shifting pace and progress of learning style being
shown and defined within a short period of time. For instance – at the time when a person is on a
steep learning curve, it reflects that he/she is making efforts to grab a lot of knowledge within a
short duration of time (Khan, Khan and Khan, 2011). With the same, ability of an employee can
be effectually measured for the purpose of completing a given task that Sun Court Residential
Homes Ltd. is performing in its training program. By having a clear understanding regarding
different learning styles of employees, cited firm can plot a proper training program in order to
re-train the workforce to change from a generalist to a specialism care home (Knowles, Holton
III and Swanson, 2014). The human resources in Sun Court Residential Homes Ltd. can make an
effective and proper use of a learning curve so that coverage of information being taught to them
can be plotted within the stipulated time period.
Transfer of learning to the workplace has a high importance in order to apply the newly
learned information from a learning setting to the practical actions. Transferring learning proves
2

to be highly helpful for the individuals working in Sun Court Residential Homes Ltd. so as to
work with an ability of to use a technique effectively as per the specific requirement of job in a
firm. These techniques play a significant role in while getting administered at the time of
training. In the case when worker transfers learning in an effective manner, he can easily
examine that whether it has proved to be positive or negative by using it to a particular task
(Melton and Hartline, 2010). Transfer of learning can be considered as an essential aspect at the
workplace because of the reason of their practical attributes required to perform a job effectually.
Several techniques as well as skills are there that are added in the transfer of learning. Also, there
is one more advantage of the same, that is, skill of problem solving at the workplace can be
easily gained through effective transfer of learning (Musa and et.al., 2011).
1.3 Contribution of learning styles and theories when planning and designing a learning event
The main goal behind conducting training sessions in Sun Court Residential Homes Ltd.
is to help employees to perform their work in an effectual manner. The learning event is not a
huge consideration as long it will support the employees to grab more knowledge and improving
skills. These conditions lead to provide workers with the opportunity of gaining and practicing
the feedback along with applying subject matter at the time when training takes place. It can be
said that learning styles help in pinpointing needs of workers and satisfying same to the fullest
that would prove to be highly effective for successfully accomplishing the assigned activities
(Oechsler, 2011). Along with that, it gives workers a chance to face and experience different
situations for the purpose of facilitating learning process. To make the learning program highly
effectual in Sun Court Residential Homes Ltd., instructor who performs the induction program
must note the tasks that employees need to learn. However, it can be said that with the help of
using appropriate learning styles, it is supposed by the instructor that results will be relevant to
the job that employees have to perform (Healthfield, 2016). Therefore, it can be said that the
learning event is necessary for facilitating learning in the firm. The learning event includes tasks
like scheduling the program, providing a training environment that is physically comfortable as
well as making seating arrangements that will help in enabling the workers to communicate in an
easy manner.
Theories play a significant role in corresponding the way in which people used to learn.
There are several factors which are in relation with the different theories in learning process.
Maximum theories are there that are interlinked with motivating a trainee to learn (Sabzian and
3

Gilakjani, 2013). One of the most effective and commonly used approaches that Sun Court
Residential Homes Ltd. can use is the theory of reinforcement that keeps employees motivated in
order to avoid certain behaviours that they possess due to the results they experienced in past.
These experiences lead to make the behaviour possessed by individuals in both; positive as well
as negative manner. However, in case of negative reinforcement, it renders results in the form of
undesired outcomes for the firm (Yang, 2010). While, on the other hand, positive reinforcement
leads a business to attain its desired targets. In a learning setting like Sun Court Residential
Homes Ltd., the reinforcement theory would prove to be highly effective in motivating workers
to inherit modified skills and knowledge for getting changed from a generalist to a specialism
care home. Apart from that, instructor should note the results as well that workers consider to be
positive or negative so as to make the process more effective (Akingbola, 2013).
4.1 Role of government in training, development and lifelong learning
The UK government has imposed several laws and legislation that have made the firms
liable to comply with the same for the purpose of providing training, development and lifelong
learning to the employees. This is the reason; Sun Court Residential Homes Ltd. also needs to
follow all these laws which re-training them for the purpose of enhancing their skills and
developing the knowledge regarding specialised services of dementia. Government of UK
usually organizes the training activities in firms that are conducted by the professional instructors
to ensure that workers would perform their tasks in an effectual manner (Alfes and et.al., 2013).
Major role that government plays under the same is to develop the Human Resource department
of firms like Sun Court Residential Homes Ltd. that wants to operate in health and social care
sector for the purpose of providing services in the interest of society i.e. offering specialism
service for dementia. The government of UK has offered an apprenticeship with an aim to deal
with the youth unemployment as well as their skills. Therefore, it is important for Sun Court
Residential Homes Ltd. to provide proper training and development opportunities along with the
lifelong learning (Luthans, Youssef-Morgan and Avolio, 2015). However, it can be said that
non-compliance of the same may lead firm to face issues by the side of government.
4

4.2 Way in which development of competency movement has impacted on public & private
section
With the increasing level of competition in the market, companies are now becoming
highly interested in making assessment of their performance gap. This is the reason; now-a-days,
private institutions like Sun Court Residential Homes Ltd. make huge investment in the
performance gap for the purpose of improving their abilities and performance so that competitive
edge other rivalry firms can be gained. Along with that, there are many public firms that strive to
avoid nous in terms of worker performance that proves to be a limitation for them ( Beer, Boselie
and Brewster, 2015). However, with increased rate of competition, now to stay in the market
with sustainability, organisations are giving due emphasis on the training and development of
employees. It is because; currently the private and public firms both have understood that if
workers would have low level of productivity, the quality of services would get hampered as
well as there will be negative impact on the goodwill of business as well (Guest, 2011). With the
development of competency movement, various learning patterns have been brought in to the
firms with which they are enjoying benefit of rise in the productivity through improved
performance of employees.
4.3 Way in which contemporary training initiatives introduced by UK government contribute to
HRD for Sun Court Ltd
Several contemporary training initiatives are introduced by the UK government that play
a vital role in contributing to the human resource development for Sun Court Residential Homes
Ltd. Contemporary training methods prove to be highly important for providing development
activities to the small and medium sized enterprises. Government of UK has made all these
initiatives in order to provide relevant training to the human resources so that economic growth
and stability can be effectually promoted in the nation (Krausert, 2014). Training is mainly
targets the diverse business aspects like in Sun Court Residential Homes Ltd., main
consideration is to re-train the workforce for making them specialised in the services for
dementia. With the help of same, cited firm will be able to gain a competitive edge over other
present in the market. However, the firm has changed their principles to become sustainable by
introducing new reason for training to benefit the workers as well as the organisation i.e.
specialism in services for dementia (Armstrong and Taylor, 2014). Therefore, it can be said that
contemporary training initiatives introduced by the UK government highly contribute in the
5

human resource development in Sun Court Residential Homes Ltd. by making workers able to
faster adapt to the dynamic market environment.
TASK 2
2.1 Comparing the training needed for staff at different levels in Sun Court Ltd.
It is essential for business to plan effective training required to be provided at different
levels i.e. top, middle and level management in Sun Court Ltd. Therefore, manager of business is
required to identify the training needs of workforce and then provide them specific training and
development programs so that it helps in improving their skills and capabilities which results in
attaining desired results (Akingbola, 2013). Management of Sun Court Ltd. requires to
implements appropriate training and development programs which results in improving
individual skills and capabilities so that staff could enhance their performance and render quality
services to care users.
Further, it is significant for enterprise to identify different training requirements of
workers and then help them to enhance their communication and interpersonal skills so that care
providers could easily identify the needs of patients and then render them best accommodation
facilities. Also, a Sun Court Ltd. manager are required to participate in training program and
identify their needs and wants in regard to improve the requirements of employees at top, middle
and lower level. Employees working at different level possess different training needs and thus
results in enhancing their capabilities so that performance of firm could be raised (Training and
Development - Meaning, its Need and Importance, 2015). For instance, identifying the training
need of top level workers in regard to manage and direct the task to lower level workers and
render quality services to care users in regard to attain satisfaction.
2.2 Advantages and disadvantages of training methods used in Sun Court Ltd.
Different types of training methods are on the job and off the job that helps employees to
enhance their performance and attain desired results. Sun Court Ltd. required to adopt different
training methods for its care providers so that they can enhance their skills and capabilities and
enhances their performance by rendering better accommodation services to service users. On the
job training methods possess main advantages that it helps in improving personal development
system that helps workers to raise their performance in market (Armstrong and Taylor, 2014).
Another benefit of on the job training program is that it helps employees of Sun Court to
6

participate in different training programs so that success could be attained. It also helps in
developing in learning different skills and thus enhance the learning ability of workforce so that
care users could be rendered better accommodation facilities. While, the disadvantage of such
method is that it is costly and requires proper participation of employees (Alfes and et.al., 2013).
Further, another method is off the job training method whose main advantage is that it
provides practical training to workers through providing coaching through audio and video
conferencing. Sun Court Limited implements such method as its advantage is that it is highly
time saving and helps firm in providing information to workforce in quick manner. On the other
hand the disadvantage is that such method is completely detached from the organization and thus
impact upon the quality of employees (Krausert, 2014).
2.3 Using a systematic approach to plan training & development for training event
Through carrying out systematic approach it helps in planning appropriate training and
development organized for carrying out training event within Sun Court Limited so that it helps
in raising skills and capabilities so that care providers could improve their talents and render best
information regarding accommodation services to care users (Luthans, Youssef-Morgan and
Avolio, 2015). It is essential to plan appropriate steps for planning training and development for
conducting training event for Sun Court workers such as-
 Assessing the problems- Here, Sun Court Ltd. workers are required to identify the
problems faced by them in regard to identify the needs for new employees within firm
and thus focus upon raising their performance (Beer, Boselie and Brewster, 2015).
 Questions and answers session- Further, training and development event helps in
conducting training program and satisfies the needs of service users. Moreover, training
event helps in enhancing the decision making in regard to attain desired results.
 Discussion to execute best outcomes- Moreover, conducting training and development
event helps organizing event and thus carries out Sun Court Ltd. helps in making decision
process. Workers carries out effective training and development session and thus identify
the needs of service users in regard to provide the accommodation services (Akingbola,
2013).
7

3.1 Preparation an evaluation of a training event
For the purpose of making evaluation of the results of training, there are different
methods and techniques that managers can use so as to examine the effectiveness and efficiency
of the event conducted. In order to do the same, it is the responsibility of top management to
assess training event through making analysis of various elements, costs and benefits to decision
regarding that whether the activity should be commenced or not (Jiang and et.al., 2012). For
evaluating the training event conducted in Sun Court Residential Homes Ltd., Five Tiered
Approach would prove to be very helpful. In this model, overall five stages are involved for an
activity with respect to which gap is analysed in between the expected and actual gained
outcomes. The main objective of the activity is presented in the five tiered approach with which
it is stated that whether the aim of training event conducted in Sun Court Residential Homes Ltd.
has reached to the specified goal or not (Khan, Khan and Khan, 2011). The five stages involved
in this approach are like:
 Explaining the program: In this stage, the reason will be assessed for which the training
event is needed to be conducted. Under the same, various needs at different stages will be
analysed so as to determine the potential that should be added by the activity.
 Evaluating the need: After that, in the next stage, answers are prepared regarding the
questions related to the real difficulty for which the training event is going to be
conducted in Sun Court Residential Homes Ltd. i.e. re-training all of its workforce to
change from a generalist to a specialism care home (Knowles, Holton III and Swanson,
2014).
 Accountability and monitoring: Then the partaker will be decided along with the service
that will be delivered by the problem starter. The person will be decided here to whom
team will have to report about the results as well as who will monitor their performance.
 Checking the progress: In this stage, the advancement of partakers will be assessed where
it will be analysed that whether there is progress in the performance being carried out for
the training event or not (Melton and Hartline, 2010).
 Analysing the impact: At last, the impact of training event on employees will be assessed
in terms of their enhanced skills and knowledge along with the improved capabilities of
them to perform their task with higher efficiency.
8

3.2 Carrying out an evaluation of a training event
From the training event conducted in Sun Court Residential Homes Ltd., it has been
analysed that there was an identifiable success that firm has gained. It is because; after the same,
skills, knowledge and abilities of the workforce have improved to a high extent. It can be said
that all this happen because the workers were agile partakers as well as they were highly
motivated at the time when training event was conducted by the organisation for the purpose of
providing specialism service for dementia for which firm needs all of its workforce to change
from a generalist to a specialism care home (Musa and et.al., 2011). The first activity that was
undertaken in the training event conducted for said purpose was to formulate a problem plot that
corresponded to customer service. In this activity, team of staff suggested various salient and
relevant solutions that has shown that they were high involved in the activity.
Along with that, discussion activity is taken in the next level where both the partakers and
managers of Sun Court Residential Homes Ltd. were involved who took part in the in-depth
discussion that finally resulted in the attaining the reasonable conclusion. The major benefit that
this training event has provided is that workers have become able to discover the way in which
customer service can be effectually enhanced and improved (Oechsler, 2011). As the main
purpose behind conducting this training event is to make staff able to provide effective services
to the patients suffering with dementia; after completion of the same, now they have learnt the
way to deal with these type of clients effectually. Therefore, it can be said that the training event
conducted proved to be highly beneficial for Sun Court Residential Homes Ltd. and would prove
to be successful in attaining success and growth in the long run by keeping the clients high
satisfied with the services they gain (Sabzian and Gilakjani, 2013).
3.3 Reviewing the success of evaluation methods used
At the time of reviewing success of evaluation methods used for assessing the training
program conducted in Sun Court Residential Homes Ltd. for the purpose of providing specialism
service for dementia for which firm needs all of its workforce to change from a generalist to a
specialism care home, the layout of five tiered appraisals played a significant role. It proved to be
very beneficial in the successful assessment of real life work setting that was conducted by the
organisation in planned activity in the form of training event (Yang, 2010). It can be said that
with the help of this five tired approach, expected and actual benefits were effectually assessed
as well as with the same, issues for which the training was conducted have been resolved. There
9

were many important activities provided to the staff team for the purpose of making evaluation
of the performance of workers. This has put a huge impact on the overall, development program
being carried out by Sun Court Residential Homes Ltd. (Krausert, 2014). Apart from that, it can
be said that this training event proved to be highly effectual for the purpose of making
improvement in the logical factors being carried out by the firm by which better output and
results were received.
CONCLUSION
From the above report, it can be concluded that in today’s era, if human resources are not
managed in a firm in an effectual manner, it may lead to create severe issues like in terms of
reduced profits or hampered goodwill in the market. Further, it has been assessed from the report
that training and development session plays a significant role in increasing the skills and
knowledge of employees and thus, in keeping them high motivated so that they would stay with
the organisation in the long run. In addition to this, it has been found that government has
imposed various laws on the firms that they have to comply with so as to run business in an
ethical manner. Also, it can be articulated from the report that in training, development and
lifelong learning as well, government plays a vital role and thus, firms should put due emphasis
on the same.
10

REFERENCES
Books and Journals
Akingbola, K., 2013. A model of strategic nonprofit human resource management. Voluntas:
International Journal of Voluntary and Nonprofit Organizations. 24(1).pp.214-240.
Alfes, K. and et.al., 2013. The relationship between line manager behavior, perceived HRM
practices, and individual performance: Examining the mediating role of
engagement. Human resource management. 52(6).pp.839-859.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Beer, M., Boselie, P. and Brewster, C., 2015. Back to the future: implications for the field of
HRM of the multistakeholder perspective proposed 30 years ago. Human Resource
Management. 54(3).pp.427-438.
Bondarouk, T. V. and Ruël, H. M., 2009. Electronic Human Resource Management: challenges
in the digital era. The International Journal of Human Resource Management. 20(3).
pp.505-514.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Budhwar, P. S. and Debrah, Y. A., 2013. Human resource management in developing countries.
Routledge.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
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.
Khan, R. A. G., Khan, F. A. and Khan, M. A., 2011. Impact of training and development on
organizational performance. Global Journal of Management and Business
Research. 11(7).
Knowles, M. S., Holton III, E. F. and Swanson, R. A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Krausert, A., 2014. HRM systems for knowledge workers: Differences among top managers,
middle managers, and professional employees.Human resource management. 53(1).
pp.67-87.
Luthans, F., Youssef-Morgan, C. M. and Avolio, B. J., 2015. Psychological capital and
beyond.Oxford University Press.
Melton, H. L. and Hartline, M. D., 2010. Customer and frontline employee influence on new
service development performance. Journal of Service Research. 13(4). pp.411-425.
11

Musa, R. B. A. M. and et.al., 2011. The study of employee satisfaction and its effects towards
loyalty in hotel industry in Klang Valley, Malaysia. International Journal of Business
and Social Science. 2(3).
Oechsler, W. A., 2011. Personal und Arbeit: Grundlagen des Human Resource Management
und der Arbeitgeber-Arbeitnehmer-Beziehungen. Walter de Gruyter.
Sabzian, F. and Gilakjani, A. P., 2013. Teachers’ attitudes about computer technology training,
professional development, integration, experience, anxiety, and literacy in English
language teaching and learning. International Journal of Applied Science and
Technology. 3(1).
Yang, J. T., 2010. Antecedents and consequences of job satisfaction in the hotel
industry. International Journal of Hospitality Management. 29(4). pp.609-619.
Online
Healthfield, S. M., 2016. What is Human Resource Management?. [Online]. Available through:
<https://www.thebalance.com/what-is-human-resource-management-1918143>
[Accessed on 25th April 2017].
Training and Development - Meaning, its Need and Importance. 2015. [Online]. Available
through: <http://www.managementstudyguide.com/training-and-development.htm./>
[Accessed on 25th April 2017].
12