Human Resource Management: Concepts & Practices

This assignment delves into the multifaceted world of Human Resource Management (HRM). It examines core concepts like strategic HRM, talent acquisition, performance management, and employee relations. The provided readings encompass diverse perspectives on HRM in both public and private sectors, global contexts, and its impact on organizational success. Students are expected to analyze these viewpoints and synthesize their understanding of HRM's crucial role in contemporary business environments.

HUMAN
RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION ..........................................................................................................................1
TASK 1 ...........................................................................................................................................1
1.1 Compare different styles of learning................................................................................1
1.2 Role of learning curve and importance of transferring learning to a workplace..............2
1.3 Learning styles contribution and theories when designing and planning a learning event2
4.1 Role of government in training, development and lifelong learning................................3
4.2 Development of competency movement has impact on public and private section.........3
4.3 Contemporary training initiatives introduced by UK government contribute to HRD for
Sun Court Ltd.........................................................................................................................4
TASK 2............................................................................................................................................5
2.1 Need of training and different level in Sun Court Ltd......................................................5
2.2 Pros and cons of training method use in Sun Court Ltd...................................................6
2.3 Systematic Approach for planing the training and development for training programme8
3.1 Evaluating the training event by suitable techniques.......................................................9
3.2 Evaluating the training event..........................................................................................10
3.3 Success of a evaluation methods: ..................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES .............................................................................................................................13

INTRODUCTION
Human resource development is a fundamental part of each and every company because
it improvises talents and virtue of corporation's workers. Sometimes organisation collaborate
with government to provide best training program to workers who are working in industry to
enhancing KSA (knowledge, skills and abilities) as per their Key Responsibility Area. For
economical growth of country it is necessary that a nation have wide number of working people
with developed skills and virtue. There are several events that Govt. runs to enhance quality
working of individuals that are working in Small-medium enterprises to develop structure of
them. Sun Court Resiedntial Homes limited is suffering due to reduced budget. Top is facing
fund problems so that they are focusing on enhancing abilities of employee's working.
TASK 1
1.1 Compare different styles of learning
It is an act of learning that acquire knowledge for improving their mental and skill level
in Sun Court Ltd. Learning is a process on continuous basis which conducted by individual
gaining something for enhancing their knowledge regarding any matter. Changes in their
performance are bring by learning of a particular person and raise a potential of same. It help in
changing of a individual behaviour in a specific fashion. Having a various theories given by
different theorists for studying about a styles of learning of employees relations. Styles of
learning is a way where particular person gain knowledge (Duflo, 2012). Way of absorbing and
learning in Sun Court Ltd knowledge is different from a individual personality.
Theory of Kolb's: This theory is published by David Kolb in 1984. They represent that
learning comes from a individual experiences. It acquire a particular person to abstract the
concepts which may apply to any conditions they can face. These are four types of a styles of
learning are differ from a different particular person personality are discussed below: Diverging: This learning styles person believe in watching and feeling. They are
imaginative in resolving problems by process of generating idea and nature. Assimilating: This approach is of thinking and watching. Person think about situations
logically and watch scenario properly during a process of learning. Converging: With this approach they find a solutions to a problem solving them
practically.
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 Accommodating: This approach deal with practical things but person believe in intuitions
instead of logics.
Honey and Mumford: They bring their approaches of styles of learning by modifying of above
concepts. This approach is based on four concepts pragmatists, theorists, reflectors and activists.
According to Sun Court Ltd they use theorists approach for styles of learning. Because of
company organise a two day programme of induction so that employee can know a company
objectives and strategies. Knowledge of theoretical has prove to a employees.
1.2 Role of learning curve and importance of transferring learning to a workplace
Learning curve is firstly explain by Hermann Ebbinghaus. It is a graphical representation
of a learning performance of a particular person. In two conditions in can taken on an account. It
made a learning review of employees of Sun Court Ltd or productivity review of employee
performance the same task repetitive.
For example: If employee is typist and having a sessions of training of speedily typing . It
improves the performance of employee continuously in a good way. As there is always having a
growth with time.
Importance of knowledge transfer: At a initial level it help to employee knowledge to
know about Sun Court Ltd at a first level of their employment (Kehoe and Wright, 2013). It help
in skill development of workers in their field work. Company have to make a order in a
systematic way in transfer their knowledge. Training is a very ordinary methods of getting
knowledge among all the employees. Programme of induction is a medium method of
transferring a knowledge to fresh employees. It is an most important programme for making a
strong foundations of workers in Sun Court Ltd.
Role of learning curve: It is a representation of a curve of learning of a particular person.
It help evaluator and particular person to know what position having of a employee in a learning
process within Sun Court Ltd. Knowledge transfer is not enough for developing skills of
workers; process of learning need to monitor a draft in a points of learning at each step.
Combinations of all learning points make a curve of learning.
1.3 Learning styles contribution and theories when designing and planning a learning event
Styles of learning and theories which provide the Sun Court Ltd with different ways of
transferring knowledge and give workers they ways to gain a knowledge. It is very difficult to
choose the styles of learning as adoption of knowledge depends on a employee which has
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provided them. It also depend on a period of time given to them from transfer of knowledge.
These are reasons that learning styles are very important to choose a correct and relevant to
graphing of knowledge and knowledge transfer from a inside of a workers of a company.
It is very much important for Sun Court Ltd to choose a relevant styles of learning, as
one type of style of learning is not enough to each programme. They have to choose many
options of a styles of learning for gaining knowledge of their employees. Choosing of a style of
learning determine a type of event learning. Learning event is designed can also conduct after
choosing a combine or a single styles of learning (Werner and DeSimone, 2011). It also examine
how person absorbs knowledge. Theories of learning gives assistance to get know about style of
learning id relevant for a individual purpose or for a single person according to their personality
and behaviour towards learning.
Contribution of style of learning and relation between designing and planning a event of
learning which has been studied to make a contribution of clear understanding in designing and
planning a event of learning.
4.1 Role of government in training, development and lifelong learning
UK government play a very important role in programmes of training and development
of Sun Court Ltd. Government of UK not only support their government it also help to private
companies for organising programmes of training for their employees. Involvement of
government themselves in arrangement of programmes of training and development for
companies by giving them with their experts of training that they provide proper knowledge to
their companies employees. Its main aim of UK government is to give a basic knowledge to
every worker for reaching them at minimum level of standard. Sun Court Ltd is a organisation
where industry potential require their assistance of government in conducting their programme of
training (Ketchen Jr and et. al., 2011).
Learning lifelong is an issue of contemporary of giving educating and learning from
employees by employers at each stage for improving their skills. It main aim is to make a
maximum participation of workers in training and education. They are ease to operate a sector
skills council on 31 march 2011.
4.2 Development of competency movement has impact on public and private section
Higher instances in a market competition, interested companies in their gap of
performance. Companies of private sector had invested more in a gap of performance for
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improving nous and having a top hand from organisations of others. Different patterns of
learnings are brought forward for increasing their development and productivity. Employees of a
Sun Court Ltd having a low levels of productivity, quality is inefficient and having a low
initiatives is a barriers of a company. Movement of competency is having a advantages of
competitive on others. It effect internationally includes many countries. It forces a movement of
organisations for attaining a advantages of competitive by development and training programmes
for workers of a company. Job descriptions given properly in a organisation allows a workers to
understand their responsibilities. It is an explanation of a overall roles and duties of their work.
Companies of a private sector found affected by a movement as they research more about
these industries and measure implementing for having a advantages of competitive. It fall in a
performance of workers result in insufficient productivity, services of a poor quality etc. success
rates are higher of process never ends of learning drives so that mostly all companies to
implement practice in Sun Court Ltd. Workers feel motivated and get responsibilities diversified
(Marsick and Watkins, 2015).
4.3 Contemporary training initiatives introduced by UK government contribute to HRD for Sun
Court Ltd
Initiative of training has taken by government of UK for supporting companies scale for
improvement of training performance of their workers. Programmes has been initiated are
standard of people invest, apprenticeships, awards of national training, national vocational
qualifications and train to gain discussed below:1. People investors: it provides a framework to a organisation standard to manage a
workers of a company.2. National vocational qualifications: Award of qualifications has been achieved by
organisation having a working ability according to their standards.3. Apprenticeships: For freshers these type of trainings programmes are conducted.
4. Train to gain: It is initiative funded by a government for employee training based on a
UK companies. Programmes by UK government help companies to train their workers
for effective performance are resultant so in turn giving contribute to a national
economy. Seeing a current scenario of company and needs are identified of future,
designs of training and development programmes by government and services which
support all these programmes (Payne and Isaacs, 2017). UK government is putting their
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all efforts in designing a training programme that carry out the future needs of training
of a organisations. Training programmes are contemporary by the government of UK
help companies like Sun Court Ltd engage in business apprenticeship by apprentice
hiring in their behaviour of a companies.
TASK 2
2.1 Need of training and different level in Sun Court Ltd
Company has several levels in their managerial grid which firm has to manage for
assuring needs to be fulfilled. Managers have duty that they have to monitor performance of
employees and check where they are in need of talent promotion program for accepting
challenges of market. For accomplishment of task that is assigned to workers, they need to have
the required talents and skills. It is a reason behind providing training program to their manpower
by Sun Court Residential Homes Limited. For checking areas of training program, management
runs GAP analysis that could state accurate knowledge about skill enhancement. This system
allows leaders to find out reasons for clashes that are occurring in the firm (Knowles, Holton III
and Swanson, 2014). Business men prepares a schedule that caters the needs of all management
levels in a proper manner: Upper management level – Here people need tactical level training. This is to be provided
for top management personnel for widen up their thoughts and ideas so that they can
become able to implement various business strategies. This will bring more opportunities
in the corporation. Middle level management – They are managers who have to manage implementation of
business tactics as this will help in the increment of manufacturing capacity and
profitability. They are the persons who keep their eyes on every method that could be
possible to launch in business for improving performance of employees and managing
their skills and talents (Armstrong and Taylor, 2014).
 Lower management level – Personnel who have liability of supervision of every task.
They can also be called as line managers. They need to have information and knowledge
about machinery along with the management of different tasks. It is their duty to manage
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all tasks in an efficient manner. Line managers are in need to get motivation and to
improvise the morale and loyalty.
There are several methods available for leaders that they can use for providing training to their
juniors.
 On the job training – This kind of training is to be provided for lower level managerial
grid members that are called as line managers. This kind of skill enhancement program
enables them for introducing new techniques in their tasks and actions that affects their
working efficiencies. They are trained about new tools after sessions being completed
(Bratton and Gold, 2012).
◦ Job instruction training – This kind of function provides knowledge about how to
accomplish tasks in a proper manner. This enables spearheads to find out that people
are learning those factors which is important for completion of their task. Like full
know how about machinery operation.
2. Off the job training – It is conducted in separate manner other than current job. This kind
of training is to be provided for top and middle level of managerial grid because they are
in need of more analytical and tactical knowledge to formulate and implement strategies.
It is a development of present mind capabilities.
 MDP and EDP – It stands for Management Development Programs and Execute
Development Programs. It is a type of off the job training which ensures that middle
and top level leaders are trained and willing to face future tasks and challenges.
Sun Court has three departments where it has to pay attention on maintenance of smooth
functioning of task and capabilities. Main points of attention are marketing, finance and human
resource. It is a basic task of seniors to ensure certain level of margin of profit.
2.2 Pros and cons of training method use in Sun Court Ltd
There are various techniques that can be used for the enhancement of working style given
to manpower. It is very important for managers to make sure that training method they are using
which should ensure improved quality of workforce. Training program widens up the
knowledge, information, skills and abilities of workforce as per their core area of service. This
helps employees and organisation in attainment of benefits as it increase the productivity of
workers and that further increase profitability of firm (Brewsterand Hegewisch, A. eds., 2017).
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This also enhances career growth of employees. People who are joined Sun Court Residential
Homes Limited are provided an induction program on the other hand for older workers, choice is
available that they can attend any type of training event as per their requirement.
There are various advantages and disadvantages available with training programmes.
These are stated as below:
Advantages:
 Sun Court provides an opportunity to its workforce to plan their training function
themselves as this will make process easy and simple.
 Selection of training methods provides effectiveness to association.
 Managers focus on immediate methods that enables company to handle tricky situations
in efficient manner.
 Training function improvises relation between employers and employees (Flamholtz,
2012).
Justification:
These methodologies do not affect company cost in a wide manner or never hurt
capabilities of manpower even it prepare workforce future ready to face challenges and to handle
tricky situations appropriately. It is fundamental task of middle and top management yo check
status of implementation of different events and functions. There are various advantages that are
explained above and Sun Court uses every techniques to improvise resource application in firm.
Along with this they also need to be focused on enhancing connections between employees to
increase profitability and efficiency of corporation.
Disadvantages:
 Taken time in application of these methods are very high.
 Skill enhancement program needs additional resource requirement.
 For offer the job training company has to provide all fees and charges demanded by
organizer.
 Managers measured some time when these methods refused to produce success and they
generated loss to association.
 High fees of experts who are assigned for this program.
Justification:
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here are some issues that arises in almost every situations. These issues have to be
founded by spearheads to enhance strategy implementation. Resolving issues enhances quality
of task completion (Cascio, 2018).
Sun Court Residential Homes Limited uses several tools and techniques which make sure
that no other issue could hamper quality of employee’s work. Corporation is planning for event
for People 'R' Us to study all aspects that have their effect on the performance of company.
2.3 Systematic Approach for planing the training and development for training programme
Firm need examine situations that all training events are prepared and implemented as per
requirement. This is improvise conduction of all task and activities in appropriate manner. It is a
HR function that associates many activities with it like design priorities, evaluation and analyses
of situations related to training. All factors that are affecting and can be affect ability of firm
must be covered in this program . These factors are mission, vision and short term objectives of
corporation. Main purpose of running this programme is to enhance performance of employees
so that they could work in an efficient manner that will further increase productivity of
association. Design a formal system that could support in development of proper training
function (Berman and et. al., 2012).
Analysis It is a foremost step where HR personnels create a schedule for training.
But for conduction of this manager has to examine all facts and figures that
are associated with skill enhancement event. They have to make syre that
all task of event must completed in efficient manner.
Design It is a next step after above one which includes that how all things are to be
set as per their priority and arranged & scheduled that can fulfils all desires
of programme. It is an essential task of managers that they should involve
all parties into training and must communicate all relevant information to
all persons.
Development Resources need to be arranged in that manner where they could be utilize
in optimum manner. HR team analyses GAP that tells about issues which
that can affect performance of organisation.
Implementation It is a complex phase that needs strategic and difficult approaches and for
this HR leaders has to hire an expert that has an experience in
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implementing and launching these programs in association. This will affect
productivity positively because employees started quick learning.
Evaluation It is a last step where supervisors monitor efficiency results of training
program whether they are achieved in efficient manner or not.
3.1 Evaluating the training event by suitable techniques
Examination of methods of skill enhancement program is must as it tells results and
consequences of them. This will bring understanding to measure effectiveness and efficiency of
talent improvement event. Management should ensures that methods of training that is provided
to employees should not be a resource consuming activity if it so company has to stop it. These
kind of actions like skill enhancement program associate various resources and time that affects
ability of organisation whether negatively or positively (Daley, 2012Buller and McEvoy, 2012).
Appropriateness of methods should be analysed by establishing system that could monitor
efficiency so that problem remains away. Continuous examination assist organisation in
identifying issues and problems that must be resolved by managers. There are several methods
that manger of Sun Court Residential Homes limited is using for evaluating performance that is
obtained in result of training programs. This model includes three phases that enables leaders in
analysing whether training function is going right or wrong:
 Problem clarification: Purposes of training conduction should be conveyed already so
that anybody has no doubts regarding this.
 Need assessment: Needs of training program must be identified for designing a proper
format for training event. And proficient implement could be applied in association.
 Accountability and monitoring: Monitoring is important as it provides information
regarding performance of employees. This will them that for what they are responsible
and what are the tasks that they have to accomplish in limited period of time (McKenzie
and et. al., 2012).
There are different tools and techniques which are used to determine level of affection on
employees working. First method is performance report and other one and most effective method
is questionnaire. Sample of questionnaire is shown below:
Questionnaire
Q.1 Is Training method fulfils requirements ?
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Yes
No
Q.2 Do you think it was helpful ?
Yes
No
Somewhat
Q.3 How do you rate training event ?
It was great
Kind of useful
Did not meet purpose
Q.4 Do you think your KSA improvised after taking session of training ?
Absolutely
To an extent
Not satisfied
Not really
Q.5 Effective techniques was used or not ?
Yes
No
This questionnaire enables managers in receiving feedbacks from their juniors who
attended skill enhancement session about their experiences in complete program.
3.2 Evaluating the training event
There are many workers that was trained by taking sessions as per their managerial grid
from they belong. In Sun Court limited there were more than 60 employees who gave their
feedbacks about their skill enhancement program. This feedback is used in checking that
employees are satisfied with their training event which their employer provided them or they are
not happy with it. There are some criteria which is to be used for collecting feedbacks:
 Participant Feedbacks: This survey is done on those workers who have attended those
training sessions and information is collected from them (Jiang and et. al., 2012). In
Sun Court, participant explained that training event that they attended was nice and
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helpful for them. Apart from this there were some criticism also presented (Renwick,
Redman and Maguire, 2013).
 Information attainment: Data that is collected from survey is used to analyse data and
measuring outcomes of that event. Managers analysed collected data to find out and
gather information about results of training program like what is impact of session on
workers and what they feel regarding this.
 Behaviour claim: There are some changes that happens in individuals after taking
sessions of training. They are more motivated and focused to achieve their goals and
missions which they could not attain before program (Alfes and et. al., 2013).
 Comparison between benchmarks: There are some standards that are decided by
leaders at the starting of program to make sure that workers must have something that
can inspire them. And they are compared at the end of skill enhancement function
with obtained outcome.
SWOT analysis is prepared by seniors to assuring that whether they are able in recognizing
strengths and weaknesses that are present in recent technique.
Strengths Weaknesses
 Efficient in enhancing talents &
virtue
 improvised production methods
 There are some connection
issues among various functional
areas.
 More resource uses.
Opportunities Threats
 Optimistic future opportunities.
 New and improved methods in training
sessions.
 Market is changing rapidly.
 Lack of resources.
3.3 Success of a evaluation methods:
Approaches of a five-tier of evaluating has used to verify needs relevant to a event
training. Answers of a questions is order to identify needs of an event training. Method used for
evaluating the implementation on real life of an event training (Sheehan, 2014). It determine
approaches of a programme of a induction training is important for organising in the Sun Court
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Ltd for new employees education about a company mission, policies, vision, structure and
policies of a company. Program has train their employees effectively about their responsibilities
and roles with in a company (Oye, Salleh and Iahad, 2011).
Various methods such as comparison, observation and results of feedback determine the
real performance of workers for gaining knowledge and implementation knowledge. Feedback
from trainer of a trainee provides a result positive and help in overcome from the drawbacks of a
program of training which can improve at next time. Employee observation determine a various
styles of learning and compare a position of their performance. It also help in determining of an
event programme effectively.
CONCLUSION
At last while concluding a whole report that employees having a different ways and
learning purpose has adopt different styles of learning. Event of training is based on a styles of
learning of workers and conducting an event of training should have reason behind it. Process of
planning have to conduct for an effective results. For training their companies employees they
have to use various types of programme of training and development. Depends upon the needs of
training, which they have to analyse before they are organising a training programme. Training
programme more effective they have to analyse a types of methods such as checking of
performance, feedback, observation etc. Government of UK play a very important role in having
a initiative for developing and training programme. Many organisations are supported to
implement a programme of training for motivating and trained a employee of firm.
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REFERENCES
Books and Journals
Alfes, K. and et. al., 2013. The link between perceived human resource management practices,
engagement and employee behaviour: a moderated mediation model. The international
journal of human resource management. 24(2). pp.330-351.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Berman, E. M. and et. al., 2012. Human resource management in public service: Paradoxes,
processes, and problems. Sage.
Bratton, J. and Gold, J., 2012. Human resource management: theory and practice. Palgrave
Macmillan.
Bray, F. and et. al., 2012. Global cancer transitions according to the Human Development Index
(2008–2030): a population-based study. The lancet oncology. 13(8). pp.790-801.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and practice in European human resource
management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Buller, P. F. and McEvoy, G. M., 2012. Strategy, human resource management and performance:
Sharpening line of sight. Human resource management review. 22(1). pp.43-56.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Daley, D. M., 2012. Strategic human resources management. Public Personnel Management.
pp.120-125.
Flamholtz, E. G., 2012. Human resource accounting: Advances in concepts, methods and
applications. Springer Science & Business Media.
Jiang, K. and et. al., 2012. How does human resource management influence organizational
outcomes? A meta-analytic investigation of mediating mechanisms. Academy of
management Journal. 55(6). pp.1264-1294.
Kehoe, R. R. and Wright, P. M., 2013. The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of management. 39(2). pp.366-
391.
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.
McCauley, S., 2012. Introduction. In The Dilemma of Boundaries. (pp. 117-121). Springer,
Tokyo.
McKenzie, L. M. and et. al., 2012. Human health risk assessment of air emissions from
development of unconventional natural gas resources. Science of the Total Environment.
424. pp.79-87.
Renwick, D. W., Redman, T. and Maguire, S., 2013. Green human resource management: A
review and research agenda. International Journal of Management Reviews. 15(1).
pp.1-14.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp.545-570.
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