Human Resource Management Analysis

The assignment delves into the multifaceted world of Human Resource Management (HRM). It examines different theoretical frameworks, policies, and practices within HRM. The analysis considers the relationship between HRM and organizational performance, particularly focusing on Small and Medium Enterprises (SMEs) in Nigeria. Furthermore, the document explores the intersection of HRM with corporate governance and sustainability, highlighting four archetypes of this interplay. Finally, it investigates the influence of learning styles and the learning curve on HRM effectiveness.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
Task 1: To understand learning theories and learning styles...........................................................1
1.1 Comparison of different learning styles................................................................................1
1.2 Role of learning curve and how transferring of learning to workplace is important............2
1.3 Contribution of learning styles and theories when planning and designing a learning
events ..........................................................................................................................................3
TASK 2. TO PLAN AND TO DESIGN TRAINING AND DEVELOPMENT.............................4
2.1 Training needs of staff at different levels in sun court limited.............................................4
2.2 Advantages and disadvantages if training methods used in at sun court ltd ........................5
2.3 Use a systematic approach to plan training and development for training events ...............7
3 EVALUATION OF TRAINING EVENTS..................................................................................8
3.1 Prepare an evaluation of training event...............................................................................8
3.2 Carry out an evaluation of the training events .....................................................................9
3.3 Review success of evaluation methods used......................................................................10
TASK 4: TO UNDERSTAND GOVERNMENT LED SKILLS DEVELOPMENT
INITIATIVES................................................................................................................................11
4.1 Role of government in training, development and lifelong learning..................................11
4.2 The impact of development of contemporary movement on public and private sections...11
4.3 Contribution of contemporary training initiatives introduced by uk government to human
resource development for sun court limited..............................................................................12
CONCLUSIONS............................................................................................................................13

INTRODUCTION
This file is based on human resource issues of SUN COURT LIMITED who actually
provides accommodations to old people this issues are related to training and development of
employees. Human resource are the important assets of any organisation. So manage them
management appointed who assess there performances and provide them training and
development etc. this file includes solutions about the issues it includes explanation of learning
theories and style. Also, includes how to make plans and designs training and development,
about training events and government initiative to training and developments of there employees.
Task 1: To understand learning theories and learning styles
1.1 Comparison of different learning styles
Different person learn differently as they have their own learning ways. Learning can be
done by listening or watching someone or something or some people learn by doing something
etc. there is no fix way to learn anything. Sometimes learning styles change because of change
situations. In different situation new styles develop by person to understand things more
efficiently. Traditionally theoretical and logical teaching methods based on books are used. But
now learning is required both practical and logical methods. These learning styles helps person
to learn and understand things more quickly and more efficiently. The learning styles divided in
seven parts from which a person can select there preferred learning styles (Tang and Rothenberg,
2017). This includes visual, verbal, aural, physical, logical, social, and solitary. They all are
different from each other as they all have its importance and features which are different from
each other.
1. Visual learning style – the person who preferred this way of learning can understand
things efficiently by watching something or someone. In this learning style pictures,
images, diagrams, presentations, short films, mind maps and other visual elements can be
used to help person to learn things perfectly (Ones and Schmidt, 2017).
2. Aural learning style – it is completely different from visual as in these styles of learning
person is good at understanding things in audio modes and musically. It includes
recordings, music, poems, rhythms, etc.

3. Verbal leaning style – this technique includes all ways which involves speaking. The
person who preferred this style can appoint teacher who can verbally teach them. It
includes scripts, notes etc.
4. Physical learning styles – this a learning style which can be done by doing anything by
using body, hands and sense of touch. This style includes drawing diagrams related to
topic, using any objects physically other ways involves physical movements (Martin and
Stiles, 2016).
5. Logical learning style – this styles involves logics, theories and reasoning and systems.
In these people not focus on learning but also aim to understand the reasons behind the
learning. They are good in understanding detailed concepts of learning.
6. Social learning styles – the person who prefer this technique enjoy working in teams,
groups or with other persons. They have team spirit and want to work with more peoples.
7. Solitary learning style – In this style learners want to learn alone, they like to do self
study. They feel uncomfortable in groups or less confident in front of more peoples. It not
generates team spirit among there peoples.
In actual situations we use all styles as per situations. Videos, audio's, exercises, logics
behind learning etc. are available on internet so learning online covers almost all learning styles.
1.2 Role of learning curve and how transferring of learning to workplace is important
ROLE OF LEARNING CURVE
 It shows learning effect which represented by a line called learning curve.
Learning curve shows a relationship between time completed in learning and level
of competence attained (Lester and Clapp-Smith, 2016).
 It helps in assessing improvement in employees skills and learnings.
 It determines weather employees requires more skills and then organize training
for them. So they can perform well.
 Learning curve helps in determining cost per unit and earning per unit of
employees. This tell managers about weather there is any requirement of trainings
to employees (Jabbou and de Sousa Jabbour, 2016).
 This helps in pricing decisions based on estimated future cost.

 To decide employees tasks based on future requirements. As per the future
requirements managers have to take tasks decisions that which employee is best to
perform which tasks to get best results.
 This is very helpful in taking decisions related to capital requirement projections.
 It helps in taking decisions related to incentives for the employees who perform
with there the best efficiencies (Oyewunm and Olujoi, 2017).
 Predicted learning curve can also be used to compare it with actual curve so if
there is any lacking in actual is try to be rectified be taking measures to improve
employees skills.
Transferring of learning to workplace is important
The learning transfer to workplace is very important. If the person use there learnings and
skills at workplace they can work with more efficiently and effectively. There learning makes
them understand tasks easily and improves there efficiency every time they perform tasks.
Workplace is place where the performance of employee is measure and if they perform with
there learnings it improves there performances. The company first have to find out weather there
employees requires learning or not with help of learning questionnaire. Based on questionnaire
performance decide the needs of learning then select style of learning and then take actions to
teach employees. The employees as per there efficiency choose there learning style and try to
learn more about work to perform it more efficiently (Baum, 2016).
1.3 Contribution of learning styles and theories when planning and designing a learning events
Learning styles and theories is very helpful in planning and designing learning events as
the event is based is on style of learning which is preferred by employees and learning theories.
As we already read Learning styles have seven parts includes visual, aural, physical, verbal,
logical, social, and solitary. When any event of learning is organised the most important part is a
style of learning which is to be use. If visual learning is preferred by employees then event must
be organised in place where projectors are available to show videos. In audio event there must be
audio recorders, they can also call teachers or instructors to teach employees verbally. When the
logical style selected for learning managers must have to be ready to give logics behind
learnings. They should also organise group discussions for those who have social learning style

(Dickmann and Sparrow, 2016). Also, the event should be organise for those who learn alone. So
they can understand things in better ways. That learnings style is to be selected by which
employees can learn more efficiently. Learning theories are equally important to design learning
events. By behaviourism approach company take decisions to provide remunerations to
encourage employees behaviour and take corrective actions to remove unwanted behaviour.
Wrong learning behaviours affects the success of learning events. Cognitive learning theory
indicates remembering, thinking, perceiving, information processing and problem solving ability
of there employees this is different for every person. So sun court should organise separate
training programmes for different employees. In Social learning theory includes that people learn
from each other by observing each other, imitating each other etc.
Now by reading about both learning styles and learning theories it is concluded that both
plays a major role in planning and designing the learning events for employees. Every learning
events trained employees to give excellent performance and helps company to grow and increase
there efficiency (Tang and Rothenberg, 2017).
TASK 2. TO PLAN AND TO DESIGN TRAINING AND DEVELOPMENT
2.1 Training needs of staff at different levels in sun court limited
The staff of sun court Ltd is highly skilled and professional but they require training and
skill development time to time. There qualified nurses and care assistants administer the nursing
care at all our care homes. They need to be trained perfectly in nursing and also in taking care of
elderly peoples.
 Top Managers must need to be trained for controlling there employees, nurses, and
assistants so they work properly in company and not to do what they want to do in
organisations.
 The next level must trained appointing nurses and care assistants of old age home. And
also keep record of there performances (Ones and Schmidt, 2017).
 They must be trained for fulfilling needs of residents timely. They are working in a place
which is a resident for elderly people so they must take care about there resident needs
and also any other needs too.

 Training is given to them for preparing care plans for the elderly peoples. Before making
any plan it is difficult to do things they can perform there tasks to take care of elder
peoples.
 They should know how to apply theoretical knowledge in practical situations. As they
have read all things while pursuing there degree but they should know or must have
skills to apply this knowledge in practical situations (Martin and Stiles, 2016).
 Managers must need to be trained for controlling there employees, nurses, and assistants
so they work properly in company and not to do what they want to do in organisations.
 They must know how to deliver an efficient care and also must know how to evaluate
care. The health training in different situations is also given. Every person is different so
they must be trained for different situations so they can easily face all such situations
with there skills.
 The training should be given for entertaining elderly peoples in different ways when they
are in low moods.
 The friendly nature is also taught them so they can be more friendly with them (Jabbou
and de Sousa Jabbour, 2016).
 The should be trained in first aid services. So can give first aid to peoples when required.
 They should be trained for natural hazards also so can take care of elders and their own.
 Training is to be given to treat every elder equal so they feel homely and no
discrimination should be done because of caste, religion, gender, class of elders.
These all trainings are to be given to all levels of peoples of sun court limited.
2.2 Advantages and disadvantages if training methods used in at sun court ltd
Sun court limited use bath on the job training methods and off the job training methods.
To provide trainings to there employees and staff related to there jobs.
ADVANTAGES
On the job training methods use by sun court limited-
 They coaching to there staff about health and safety of elders and first aid services etc.

 Train by giving them job instructions and also about different ways to take care of elders
in different situations.
 Sometime mentoring them in there work and teach when there is need.
 With help of job rotation training of every job is also given. If they get cahance to work
at every position they can understand jobs more effectively.
Off the job trainings also given to staff of sun court limited
 Lectures and conferences helps in training the staff (Oyewunm and Olujoi, 2017).
 Some times some trainings are given at another place other than work place.
 Sensitivity training given to employees so they can understand feelings of all persons in
organisations.
 The sun court limited use vocational training methods which helps workers in spending
more time in care home and also saves there energy.
DISADVANTAGES
 The trainings given to employees are given is perfect some disadvantages are
there which includes that when the high authority training to there employees it
takes lots time. They can spend less time at workplace.
 The trainer uses many ways to takes benefits of trainees as they get there work
done by there trainees. And also give them less pay at the training periods.
 Trainees also use there training times as free times and go for shopping etc.
 These trainings sometimes also gets very costly. Sometimes the expenses to
develop environment of training increases cost (Baum, 2016).
 The energy of trainees also affected as they spend there time in trainings they get
tired at the workplace where they high energy to take care of elderly peoples.
 The sun court limited use vocational training methods which helps workers in
spending more time in care home and also saves there energy.
These training methods use have advantages which help them to Improves there working
and also help staff to take care elderly people in better ways and also increase efficiency. And

disadvantages are also there which must have to removed so the sun court limited can work more
effectively.
2.3 Use a systematic approach to plan training and development for training events
The systematic approach is very useful to make plans related to work of employees of
sun court limited or there or also plans related to there knowledge. They use this approach to
ensure that there employees are ready to there services to sun court limited by using there
knowledge, skills and attitude which requires performing job. This is a plan which ensures that
training starts and ends as per companies needs.
It is beneficial for sun court limited to prioritize there objectives and goals by using
systematic approach for the training and development of employees before staring there training
events.
The uses of systematic approach to plan training and development for training events can
be defines in following ways:
1. ANALYSIS – by using this approach the employees performances and behaviour
towards there work is analysis and comparing it with the objectives of organisation to
evaluate the needs of trainings then organises training events (Dickmann and Sparrow,
2016).
2. DESIGNS – when the analysis of work of employees is done by organisation then this
approach helps organisation to design learning styles and theories, material and methods
used in training events.
3. DEVELOPMENT – after making designs the approach is use in producing and
purchasing those things which are needed in upcoming training event.
4. IMPLEMENTATION – this is kind of ending use of approach in which company should
have to implement the objective of training by using all above components. As they use
analysis of employees performance to designs and develop tools they require in training
events and then implementing there training goals (Tang and Rothenberg, 2017).
5. EVALUATION – finally approach is used to evaluate changes in performances,
behaviour and skills of employees after training events and sessions.

That is how systematic approach is useful to plan training and development of employees
and then organises training events for there employees to improve there skills and knowledge.
TASK 3: EVALUATION OF TRAINING EVENTS
3.1 Prepare an evaluation of training event
Evaluation of training events is a final phase of systematic approach use to training.
Company first must have to understand that what is a meaning of evaluation, what is evaluated
from training events, time of evaluation and by whom and what data is used to organise training
events. In sun court limited also there is need of evaluating training events. This evaluation is
including feedbacks of employees and supervisors after training events which helps them in
further planning and decision makings.
This is also helped in measuring learning outcomes and effect of performances weather
negative or positive and others (Ones and Schmidt, 2017). This also help sun court limited to
improve the quality of there programmes. They can also adjust future programmes with help of
this evaluation. This training is very important tool for organisation as it increases profitability
and improves performances of organisation. It also helps in Accountability which determines
cost benefit ratios and return on investment of each training programmes and can use as a
evidence of expenditures at training events to gains support and trust of sponsors and
management authorities. Sun court limited evaluate those factors which are effective and desired
in situations of there company. The evaluation of sun court limited is must be done at a training
place where training programmes is held. They should also have to take care about employees at
time of training and ensures that there is peaceful and motivating environment around training
place otherwise it can disturb trainees and also affect there concentration (Martin and Stiles,
2016). Learning materials and tools which are use in trainings also analysis. They must be useful
for trainings and not use in any other way for fun. The trainings and tools should only be related
to the topic for which training programme is held otherwise it can effect working and
performances of workers and company can not get there goals of event and cost as well.
Evaluation helps management in human resource planning of sun court limited, cost of
training events, benefits and resources required by marketing departments. Evaluation includes
many factors as we already read above such as learning outcomes, feedbacks and reviews of

employees and managers, changes in performances, changes in there behaviour, costs of training
events, etc.
3.2 Carry out an evaluation of the training events
After understanding evaluation of training programmes we should have to know that
training programme evaluation is used as a decision making tools in sun court limited. In which
it helps them to take decision that which programme is continued and which is to be
discontinued, which learning methods create more efficiency, which materials and technologies
will be used, which course is more important for trainings and who should be encouraged to
participate etc (Lester and Clapp-Smith, 2016). evaluation are of to types:
1. formative evaluation
2. summative evaluation
Formative evaluation is to estimate the factors which is helpful in improving training
events such as cost of training events, learning tools used, performances, etc.
Summative evaluation is done on the basis conclusions of training events. This is aims on
the effectiveness of the events which is completed. And take decisions that weather there should
continue to organise this programmes or to discontinued it because of high cost etc. they also
haver to decide who should evaluate the training programme. The company can choose senior
managers or top level managers for evaluating the programmes at strategic level so they can use
the analysis to make plans for human resource development and for resource availability, for
other further plans (Jabbou and de Sousa Jabbour, 2016).
Sun court limited is given a suggestion that they should use external training providers
who evaluate their own performances this will help us to get feedbacks from there trainees and
managers and also provide them feedbacks of them in form of training test and assessment
results and reports also provided. Sun court limited can get perfect and organised training events
because of experts training providers.
This evaluation is really helped the sun court limited to take several decisions related to
training events as per companies goals and objectives. Matching with companies goals the
trainings of employees is held to improve there efficiencies and skills.

3.3 Review success of evaluation methods used
Evaluation of sun court limited can be done collecting data which is requires evaluating the
training events. This data collection can be done by using data collection methods at the training
events to evaluate it. These methods include the followings:
 INTERVIEWS- it is a very common methods used can be used by companies. They can
conduct interviews to evaluate the efficiencies of trainees (Oyewunm and Olujoi, 2017).
 QUESTIONNAIRES- This are also a very common methods which can be used to collect
data. In this methods company should have to prepare a set of questions to be ask by
trainees related to trainings. And also ask for there feedbacks about training events. These
methods are very good for getting direct feedbacks from trainees about events. The
demerit of method is that there are chances of wrong or copied feedbacks of trainees.
 DIRECT OBSERVATION- this is the best method can be used by sun court limited to
test ability of employees directly with the help of direct discussions with the trainees.
This is good method to measure the behavioural change and also changed in
performances is also measures.
 WRITTEN TESTS- this is a method in which test of trainees conducted to test there
knowledge and skills improvements. The good part it is helpful to take decisions that this
event of training is useful or not (Baum, 2016).
 PERFORMANCE TEST AND PERFORMANCE DATA- this also a very important
method which helps sun court limited to test the abilities and skills of marketing
departments by making performance report of each employees. Demerit of this method is
it is time consuming and has high cost.
 TRAINING AUDIT- It is method use for development of organisation and managing its
quality. Merit is that it provides training needs assessment and evaluate the training
needs.
Any above methods can be use by sun court limited to collect the evaluation data to
evaluate them and then take decisions related to training events. Decisions to modify and to
improves there trainings events as per evaluation of events. This evaluation methods is very

successful and they help in evaluating whole events to assess the success of programmes
(Dickmann and Sparrow, 2016).
TASK 4: TO UNDERSTAND GOVERNMENT LED SKILLS
DEVELOPMENT INITIATIVES
4.1 Role of government in training, development and lifelong learning
 Skill development of individual help in the growth of every country's economy. When
the employees of a company work efficiently and increases profitability of company it is
very helpful in the growth of companies economy. So, government plays a important role
in training and development of employees. They help company in organising training
events which help in improving skills of employees. It also helps in increasing or
improving technologies which also help in increasing the rate of advancement of
company. It also develops confidence among employees and also improves there
lifestyles. It is very important for every government to ensures its people are to be skilled
and develop (Tang and Rothenberg, 2017).
 Life long learning became main initiative of government to create opportunities to a wide
range of communities. Life long learnings aim to promote employability. It can be
encourages by government by continuous in training events.
 Education is also a very important part of training and development of employees. As the
government helps companies by giving them permissions to provide education services to
there employees. This help country in the growth of literacy rate. Government itself
invest in such programmes (Ones and Schmidt, 2017).
4.2 The impact of development of contemporary movement on public and private sections
1. Equal employment opportunities is available for both private and public sectors.
2. They give equal rights to employees of both types of organisation. The employees have
right to get equal treatment in every situations.
3. Contemporary movements is very helpful in giving equal position to women in society
with equal trainings and development opportunities (Martin and Stiles, 2016).
4. There are rights available for women if there is any misbehaviour with them in both
public and private sectors.

5. Number of women increase in private sectors as there is availability of rights and powers
for women.
6. For small organisation new rights are available.
7. There special movements for farmers weather work for public sections or private
sections.
8. Justice movement also give equal justice to men and women either from public sections
or from private sections.
4.3 Contribution of contemporary training initiatives introduced by uk government to human
resource development for sun court limited
These kinds of training initiatives is widely available requires huge resources and
supported by experts. There are 6 initiatives taken by government to provide training and
development of there employees which have impact on the employees of sun court limited.
1. Industry training organisation (ITO's) started in 1980's this is voluntary sector
organisation but have connections with government and policies of government effects
provisions of organisation like performance measurement, training needs etc.
2. Investors in people (IiP) launched in 1990 it deals public ally and also help in
encouraging business of various sizes to make public commitments to trainings. So it also
helps in training and developments of employees (Lester and Clapp-Smith, 2016).
3. Business link is first appear in 1995 there aim is to describe the outlets that offers the full
range of current and future business services includes trainings and development. So
4. Training and local enterprises councils (TEC's/LEC) is a initiative which has directy
impact on national trainings. So this initiative is also helpful in human resource
development of sun court limited.
5. National and Scottish vocational qualifications is a initiative by which nurses are trained
in first aid services and health and safety services in sun court limited (Jabbou and de
Sousa Jabbour, 2016).
6. Morden apprenticeships (MA's)
These are all training initiatives taken by government to provide training and for
development of there employees. As the sun court limited is small mid-um enterprises so the

government sponsored initiative is most important initiative. They are well resourced and
supported by all managers.
CONCLUSIONS
The solution for the hr. issues of sun court limited is given in this file. Firstly we different
learning styles and theories of employees. All employees have its own learning styles and
theories which are to be use while planning learning events for there employees. We analyse
training needs of sun court and the advantages and disadvantages of training methods that they
are good but only employee should be trained in such a manner that they get efficiency as well as
motivation. Systematic approach is very helpful in planning of training and development of
employees. Then evaluation of event for training is helpful in assessing performances and skills
of employees. The government also take initiative to trained and developing employees./ this
initiative contributes in human resources developing of Sun court limited.

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