Analysis of Training and Development Programmes

The provided document is an analysis of training and development programmes, focusing on their strengths and weaknesses. The assignment explores the importance of systematic approaches in planning trainings and evaluations to determine their success. It also touches upon government initiatives and the competency movement's impact on public and private sectors.

HUMAN RESOURCE
MANAGEMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 comparison of different learning styles.................................................................................1
1.2 role of learning curve and transferring learning at the work place.......................................3
1.3 learning styles and theories is helpful in planning and designing learning events...............4
TASK 2............................................................................................................................................5
2.1 training needs for staff at different levels of Sun Court residential home............................5
2.2 Advantages and disadvantages of training methods in Sun Court limited............................6
2.3 systematic approach for training and development to plan training events in Sun Court
limited.........................................................................................................................................8
TASK 3............................................................................................................................................8
3.1 Prepare the evaluation of training events..............................................................................8
3.2 Evaluation of training events is carried out in Sun Court limited.........................................9
3.3 Reviewing the success of evaluation methods in Sun Court limited..................................10
TASK 4..........................................................................................................................................10
4.1 Role of government in training, development and lifelong learning .................................10
4.2 competencies movement impact on private and public sectors..........................................11
4.3 UK government contemporary training initiatives help in human resource development in
Sun Court limited......................................................................................................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human resources (HR) are most important asset of every business organisation because
all functions in business is performed by them and their efforts are directed towards achievement
of business goals and objectives. Human resource management (HRM) is management of human
resources of an organisation. In organisation, Human resource department work to maximise the
performance of employees as per objectives of employers. Being the HR professional of HR
consultancy “people 'R' us” in UK the report is prepared for making plans and designing training
events for employees of Sun CourtCourt Residential Homes Limited. residentialhome provide
accommodation services to old age peoples of UK. Sun Court residential homes provide these
services to people over 60+ age. They have 50 single rooms with attach WC which they provide
people to live. To organise human resource trainings and development events report is prepared
for understanding the learning styles and their comparison. Role of learning curve is also
discussed in report. The plan and design is made for training and development of employees of
Sun Court residential homes and then evaluate training events. This report also shows the role of
UK government in training and development of human resources.
TASK 1
1.1 Comparison of different learning styles
Different leaning styles are used in different learning programme and events. The
learning styles of every person is different from each other. In traditional methods employees
prefer experimental and participative types of learnings. This is the fact that different individual
learns in different manner (Kokt, 2015). Every individual invents their new learning styles as per
their suitability. Leaning events are then organise as per the learning style demanded by the
individual. Two models of learning are very commonly used:
 David Kolb’s model: According to Kolb learning procedure is performed with four
modes in which leaning cycle start from experiences then observing then conceptualising
and then experimenting. It is stated that individual can follow one learning styles out of
four learning styles i.e. Accommodating who concentrate on experiments and practical
work. Converging is a learning style in which a person concentrates on application of
theories. Diverging learning style is focused on imaginations and discussions.
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Assimilating is a learning styles which work for developing new theories by using
reasoning.
(Source: Saul McLeod, 2013)
 Honey and Alan Mumford's model: This model renames the stages of learning cycle on
the basis of managers experiences. It is a development tools for the individuals itself
which is different from the Kolb's learning styles (Budeva, Kehaiova, and Petkus, 2015).
In this model, they define stages having the experiences, reviewing experiences,
concluding the experiences and then make policies for next steps. The new learning styles
given by Honey and Mumford, who is Activist who work for new learnings. Reflector is
a style in which the individual like to think about learnings. Theorist is a person stated
that how things are related to each other in learnings. Pragmatist in which the learning
applies in practice.
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(Source: Learning style quiz, 2017)These two models help in
deciding the learnings styles in the learning cycle. Both are different from each other as former
defined that there are learnings concentrates on practical then theories are decided then
discussion on application of theories and learnings is done and at the end new theories are
developed. Their different learning theories shows how people learn and how they can evaluate
their learning styles (Amendjian, Cash, Gupta, M. and Hyman, International Business Machines
Corporation, 2016). These theories are as follows: Behaviourism theory: in this learning is based on the behaviour of the individual which
is how they learn, how they feel and how they know things related to learnings. This
learning theory can develop when the objectives and skills are clear. Cognitive theory: this theory stated that the learning is the complex and difficult process
which includes the ability of solving problems, imagination, intuition, and purpose. This
also defined that learning can be stored until it is required.
 Social learning theory which concluded that people can learn by observing the actions of
others. Miller and Dollard give term modelling which means acting or imitating some
other person and also given a term “role model” which is used for persons who is the
example for their good work.
In Sun Court residential homes limited there is a need to apply this model and theories for
deciding the individuals learning styles on the basis of which learning events are organised.
Learning is very much required for the employees so they can perform their work effectively by
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Illustration 1: Honey and Mumford theory

applying their skills. On the basis of learning of the person training and development program is
organised. This learning is applied by the employees at the right place and the right moment. All
learning styles are different from each other.
1.2 role of learning curve and transferring learning at the work place
Learning curve is graph shows interrelationship between performance level achieved and
the time spent on learning (Guend, and et.al., 2017). It shows the learning and the progress
through that learning which help in determining whether employees using their learning in work
or not. It means time of completing task increases when there are less learning skills of
employees. The learning curve is used to make sure that employees are getting motivated from
the learning processes. It also establishes interests among workers related to work. Learning
curve is very useful in determining needs of learning, increment in learnings skills and also
useful in determining how learning improves the performance of employees.
Utilising existing knowledge and learning in new learning can be defined as transfer of
learning to the place of work by combining the previous skills new skills. The transfer of
learning has great impact on work place which can be positive and negative.
Positive impact of transferring learning to workplace
The positive impact of transferring learning to workplace of residential homes is that the
employees get motivated with new learnings. These new learnings also help in the personality
development of employees. Trainings and development programmes organises for improving the
skills and performances of the employees (Armstrong, and Taylor, 2014). The continuous
increment in the skills help employee to perform their activities and operations efficiently in very
less time. This transfer of learning help in increasing productivity and effective working of the
organisation. The development of learning events, on the job trainings, off the job trainings and
residential trainings centres help in motivating the employees and encouraging them in using
their skills and learning in work. Proper training and development help in increasing efficiencies
of employees and also of the company. In Sun Court residential home limited trainings and
development is essential and it has positive impact. The employee’s skills and knowledge is
increases with the training and development events. This motivates the employees and generates
positive environment in the residential home. This positive attitude of employees makes them
feel good and they provide good health services to old people in the residential homes.
Negative impact transferring learning to workplace
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Sometimes learning misguides employees they get confuse work is become difficult. The
skill's development events are also become the burden some times within working hours.
Employees negatively motivated when they use their skills in wrong way by performing unfair
practices which results in reducing productivity. In sun Court residential homes if learning is
wrongly executed then it has negative impact on the people of residential homes.
1.3 Learning styles and theories is helpful in planning and designing learning events
Learning styles and learning theories help in designing and planning the learning events
in the Sun Court residential homes. Every employee in sun court residential homes has different
styles of learning (Rees, 2014). Some use the combinations of learning styles to learn the things.
In Kolb's model learning styles includes that the employees learn through practical work and
application of theories in practical work. Then they share knowledge and skills with each other
and then leaning apply in work. By this new theories and reasoning is developed. In Honey and
Mumford model learning styles include practical learnings, logics and new concepts of learnings,
logical learning which required evaluation of learnings and then this learning apply in the
practical work. This model and theories is very helpful in designing the learning events because
it helps in determining learning styles on the basis of which learning events are developed.
For designing the learning events first thing which is to decide is time and place of
training (Tracey, 2014). Then the other thing is how to motivate employees to take part in
training program. Then understanding learning styles of employees by conducting survey and
then evaluate the learning style. Then on the basis of style learning events are organised for the
employees so the employees understand the work properly. In learning events, the material and
tools used for learnings is also designed as per learning styles. For examples employee can
understand things by observing then the training materials includes videos, etc. if employees
learn through logical facts then logics and justification on learning are required.
TASK 2
2.1 training needs for staff at different levels of Sun Court residential home
Training needs at different levels of staff in Sun Court residential homes. Trainings are
very much required at all levels because all the levels have their different roles and
responsibilities. Trainings needs is higher as the level of staff in the homes. Employees at each
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level have different learnings skills and knowledge which is used in the working there is need to
develop these skills so there is continuous working in the organisation. Managerial level: It is the top level in the Sun Court limited where the individual makes
plans and policies for operations. Managers take decisions for the working and
performance of employees. This level is need to be trained most because the control of
old age home is in their hands. The people of this level must be a good leader who
controls activities of all the employees (Reiche, Mendenhall, and Stahl, eds., 2016).
Trainings is required for generating decision making skills among the managers.
Development in this level of managers is required so they can make plans and policies for
organisation. This level also provides the goals and the objectives of the sun Court
residential homes limited which is to provide shelter to old people. Secretary level: At this level, proper trainings is required so there is effective working in
Sun Court limited. Secretary at this level must required training for generating
communication skills so there is effective communication. Plans and policies made by
managers is communicated to employees of functional so they perform their functions as
per plans and policies. Training is required for controlling activities of employees. They
need to apply their learnings while evaluating the performance of each employees. The
roles and responsibilities at this level is same so the needs are same for every individual.
 Functional level: At this level, all the employees from different sections or departments
are included who also need training for understanding plans and policies generated by
above levels. Employees from different sections have different functions and
responsibilities so they need different training. This level includes employees from
accounts office, Personnel Office, Administrative sections, health sections, care sections,
placement section and social work sections (Kokt, 2015). All the sections have different
training needs such as accounting sections required trainings for maintaining accounts for
operations etc. The common need of training is for communication skills which is taught
to employees so they efficiently communicate to their seniors. They can also provide
information related to work to managers and also can forward their complaints to them so
it can be solved.
In this manner, there is need of training in every level of staff in Sun Court residential
home limited. The need of trainings in each level is to be fulfilled so the employees and
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managers get motivated to perform their function. These trainings are also very much required so
there is increase efficiencies in work of employees. This also help in the development of
employee’s confidence and in their personality as well.
2.2 Advantages and disadvantages of training methods in Sun Court limited
Training methods are used to organise training and development programme for
employees (Junni, 2015). The training events are organised to develop the skills and knowledge
of employees. In Sun Court limited methods of training include on the job training methods and
off the job training methods. All methods have their advantages and disadvantages on the basis
of which they are used:
 On the job trainings methods: This are training methods used in sun Court limited
premises for providing trainings to employees. Trainings can be given in on the job
training methods are as follows:
◦ Instructions: It is the methods in which trainer show employees how to perform a job.
◦ Coaching: In this method, experienced employees provide coaching to their
employees.
◦ Job rotation: This training method is used so the employees can understand all job
performed in residential homes so they get specialise in all jobs. In Sun Court limited
health care trainings are given to all employees so they can take care of people of
health care centre.
Advantages: Disadvantages:
 Cost effective methods of training.
 Time saving.
 Increase productivity.
 Opportunities to learn at the time of
work.
 Training in actual or practical
situations.
 Quality of work is affected.
 Gossips increases.
 This creates problems in production
process.
 Waste time on the job.
 Loss of productivity.
 Off the job training: It is training which is given to employees after job hours and
sometimes out of work place from sun Court limited. This training methods includes:
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◦ Outdoor training: After job hours employees are invited for the training session at
some other venue.
◦ Trainings at the assessment centres: Trainings in these methods is provided to
employees where fake working atmosphere is created in which employees perform
job so they can get practical experience to perform jobs.
◦ Online Training: This training is given to employees through email, chats, social
media and conferencing. Employee is located at any place this training is given to
them.
Advantages: Disadvantages:
 Save job time.
 Employee can focus on jobs.
 They do not get a chance to gossips.
 Increase productivity.
 Less wastage of resources.
 Huge funds are required.
 Working more than working hours.
 More energy of employee’s get wasted.
 They get a chance to go out for training
and come late from somewhere else.
2.3 systematic approach for training and development to plan training events in Sun Court
limited
Training is very important in all levels of Sun Court limited. Trainings is essential for the
development and growth of employees. In sun Court limited traditional and modern methods of
trainings are used. Sun Court limited provide education trainings and other trainings to
employees so there is continuous development of employees (Brewster, and Hegewisch, 2017).
The approaches used by Sun Court residential homes for training and development of employees
to plan training events.
 Sun Court limited provide Apprenticeship programmes in which they allow employees to
work 5 days a week and 2 days trainings provided to employees in shift so each employee
get a chance to trained. The plan for training events is made on the basis of this
Apprenticeship programmes so each employee get trained.
 Local training programmes is can be started by different sections of Sun Court limited.
These are started by them so each employee provides the training of skills like leadership,
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communication etc. so different training events are plans for training and development of
employees.
 International training programmes is started by Sun Court limited so they can provide
their services to other Countries. The plans for expanding services also include the
development of employees.
The systematic approaches in training and development help in making plans for training
events. This help in maintaining and developing the skills and expertise of employees. The
approaches help in delegating the experience and information related to trainings so each
employee gets trained.
TASK 3
3.1 Prepare the evaluation of training events
The evaluation of training events prepared by Sun Court limited so they can understand
training and the success of training. There are two types of evaluation formative evaluation
which means training process and success evaluation and the summative evaluation which is
performed to evaluate ultimate training events. The evaluation of training events in Sun Court
residential home limited is important because of the following:
 To determine the efficiency of training events by evaluating whether the training
objectives are met or not.
 This evaluation help in planning and designing the training events.
 It helps in analysing cost on training event and also helps in analysing return on
investment.
 This help in getting feedbacks of employees and other stakeholders.
 This is done to provide report to management on trainings.
The evaluation can be performed after trainings or at the time of trainings (Mertens,
2014). This evaluation is takes place in the Sun Court limited so mangers can evaluate the
change and success of training and development programmes.
3.2 Evaluation of training events is carried out in Sun Court limited
The evaluation of training events can be done by using many evaluation techniques such
as follows:
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 Interviews: Proper interview is organised after training to evaluate the training events by
asking questions to employees in the interview related to training events.
 Questionnaires: The questionnaire is prepared which is distributed to employees before
training to check their skills before trainings and after training also questionnaire is given
to check their enhancement in knowledge.
 Direct observation: This evaluation is done by observing activities of employees after
training and comparing it with previous performances. This comparison helps in
determining the increment in performances of employees. This evaluation is done at the
time of training events in which the behaviour, reactions, expression and interests of
employees is noted to evaluate the training events.
 Written test: Proper written test is organised to evaluate training events.
 Performance tests: This is the most important methods of evaluation in which the
performance of employees is evaluated for the analysing performance of employees. This
method is generally used for experienced employees so there is no wastage of resources
in organisation. In Sun Court limited employee’s daily performance after trainings is
analysed to evaluate the success of training events.
These tests are normally used to evaluate training events that weather the goals of
training events are completed or not (Phillips, and Phillips, 2016). Increment in the skills help in
increasing efficient services in sun Court limited.
3.3 Reviewing the success of evaluation methods in Sun Court limited
Different methods of evaluation of methods in Sun Court limited help in determining
their success. These methods help in evaluating the success of training events. Interviews help in
analysing the behaviour of employees before and after training if the confidence level is
increases and there is personality development of employees then training events is profitable. In
direct observation behaviour of employees is recorded at the time of training to evaluate whether
they find training events effective or not if they are interested in the training events then training
events are effective (Mertens, 2014). Questionnaire is filled by employees before training and
after training then the both the questionnaire compared to identify the growth in performance.
Written tests and performance test is takes place analyse effectiveness in the performance of
employees. This increase in productivity, performance, skills, etc. help in determining success of
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training events. Increments in knowledge and skills of employees help in overall personality
development of employees this also help in concluding effectiveness of training events.
TASK 4
4.1 Role of government in training, development and lifelong learning
Government plays a very important role in training, development and lifelong learnings
as they remove barriers of those who have fewer opportunities of all of them. Government helps
in increasing employability performance. Government helps in training and development in
many ways they provide funds for organising training events. The government also help in
developing lifelong learning so the employees in UK get update their knowledge and skills in
their continuous working life (Brewster, and Hegewisch, 2017). The initiatives take by
government in development of training programmes includes the vocational training programmes
which is developed to create fun and learning process. UK government organises the world class
trainings for the employees in UK. In this manner UK government take many initiatives for
trainings and development. They give people chance to re develop their skills by updating their
skills and knowledge. They provide the basic education to employees so skills transfer by
employees at work place.
The government also started lifelong learning projects to remove the barriers of lack of
skills and knowledge. The government organises skills development programmes for life priority
group. There are number of family education programmes started by UK government such as
sure start, step into learning, skills for families etc. in this manner UK government take many
initiatives to increase lifelong learnings.
4.2 competencies movement impact on private and public sectors
Development of competency movement have very high impact on public and private
sector organizations. This is because under this movement focus was on skill development of
people and through varied training programs people are made educated and promoted to develop
their skill in respect to specific type of job (Kokt, 2015). All these things affect public and
private sector both to great extent because due to competency movement more and more skilled
workforce these firms obtained and this lead to traction in their productivity. It can be said that
there is huge importance of competency movement for the firms. Competency movement not
only positively affect private sector but it also has positive impact on government firms and
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departments. This is because knowledge of books is not alone sufficient one must also possess
technical knowledge of concepts in respect to line in which they want to make career. Earlier
there was skill gap and according to requirement people does not have relevant skill set. After
operation of competency program lots of things are changed and now more and more public and
private sector firms are receiving talented people. Hence, it can be said that public and private
sector firms are positively affected by competency movement.
4.3 UK government contemporary training initiatives help in human resource development in
Sun Court limited
In UK government introduce many training initiative which help in the human resource
development of Sun Court limited (Tracey, 2014). These trainings initiatives help in the
development of employees in UK organisations. These initiatives include the followings:
 Learning and skills council: the establishment of this help in making plans and arranging
funds for post 16 learnings into single body, this help in resolving the problem of
difficulty in previous learnings.
 Connexions services: this is the support services for the young people in age group 13 to
19 with connexions partnership in operations. These services provide guidance to
employees and help in personal development by removing the barriers of learnings.
 Investors in people: this help in improving the performance of organisation. There are
37,500 IiP in UK which work for 25,500 organisations in UK. This includes school,
colleges etc.
 Union learning funds: this provide funds to trade unions who work for development of
employees, employers and others to promote the learning among employees.
These all initiatives help in the development of human resources in Sun Court residential
homes limited. These initiatives provide funds to organisation for trainings and development
programmes.
CONCLUSION
This report concluded that different learning styles help in the designing and organising
trainings events. The employees have their different learning styles on the basis of learning
events are organised. Learning curve play important role in determining the time and
performance of employees. At different level of organisation there is different training needs.
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Trainings methods used in Sun Court limited is on the job training and off the job trainings
which has their own advantages and disadvantages. The systematic approach helps in planning
trainings and development programmes. Proper evaluation of training event is done to find
weather it is successful. Government play important role in training and development
programmes by introducing several initiatives which help in human resource development of Sun
Court limited. The competency's movement help in development of public and private sectors.
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Budeva, D., Kehaiova, M. and Petkus, E., 2015. Nationality as a determinant of learning styles:
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Mertens, D.M., 2014. Research and evaluation in education and psychology: Integrating
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Phillips, J.J. and Phillips, P.P., 2016. Handbook of training evaluation and measurement
methods. Routledge.
Rees, C.E. and et.al., 2014. Supervised learning events in the Foundation Programme: a UK-
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Reiche, B.S., Mendenhall, M.E. and Stahl, G.K. eds., 2016. Readings and cases in international
human resource management. Taylor & Francis.
Tracey, J.B., 2014. A review of human resources management research: The past 10 years and
implications for moving forward. International Journal of Contemporary Hospitality
Management. 26(5). pp.679-705.
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Learning style quiz, 2017. [Online]. Available through :<http://www.emtrain.eu/learning-
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Saul McLeod, 2013. Kolb learning styles. [Online]. Available through
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