Literature Review and Research Analysis

This assignment details a research paper that requires analysis of various articles related to organizational development, human capital, and performance. The student is expected to provide a meta-analysis of burnout with job demands, resources, and attitudes, as well as discuss the role of training programs in bridging the gap between desired and actual levels of performance.

Human Resources
Development

Table of Contents
INTRODUCTION...........................................................................................................................4
TASK1.............................................................................................................................................5
1.1 Comparison between various learning styles .......................................................................5
1.2 Role of different learning curve and it importance of transferring it in various workplace. 6
1.3 contribution of learning styles and theories when learning event is planned and designed..7
TASK2.............................................................................................................................................7
2.1 Compare various training needs of employees on different organisation level....................7
2.2 Merits and demerits of training methods..............................................................................8
2.3 Describe systematic approach of preparing training and development plan.........................9
TASK3...........................................................................................................................................10
3.1 Training and development program evaluation and approaches.........................................10
3.2 Evaluation of training program...........................................................................................11
3.3 Appraisal of training evaluation methods success..............................................................12
TASK4...........................................................................................................................................12
4.1 Government role’s in training, development and lifelong learning....................................12
4.2 influence of development competency for companies of public and private sector...........13
4.3 Contribution of human resource development in training assessment................................14
CONCLUSION..............................................................................................................................14
REFERENCE ................................................................................................................................15
.............................................................................................................................................16

INTRODUCTION
Skill inventory is the most important aspect of organisations. This requires an
intensive planning as first it needs to decide the skill set which is required for the smooth
functioning of the organisation and then to make a balanced and coordinated job description
for individual candidates. Hiring of the right candidate is not the only task of Human
Resource Management. To be competitive and skilled in this era it required to polish the skill
time to time. Human Resource department conduct seminar and session to train the
employees. From hiring to retain to train the candidate the human resource department
perform variety of tasks (Alarcon, 2011). This usually involves learning and development of
the employees. This is done through the learning curve which involves a person growth and
development by gaining new skills and experience. HSBC. is the company which engaged
train people to become competent for job. The core belief of the company is to deliver the
skill set to the people so they become independent and employable.
TASK1
1.1 Comparison between various learning styles
1. Kolb learning style: This theory was published by David Kolb in the year 1984. The
theory majorly focuses on the learner’s internal cognitive process. This include 4
steps experiential learning cycle. The first step is based on the current experience of
learner that learner has recently gone through with some experience. In next step is to
understand the experience. This understanding brings into existence a new idea
and finally the learner applies that understanding and idea to the world.
2. VARK Learning style: In 1987 Neil Fleming develops the VARK model to
understand individual learning preference. This learning style is based on individual

preference to particular objects. The model represent the acronym for V which stands
for visual learning (picture, image or video), A stand for (Audio, music, instruments),
R for (Reading or writing) and K for kinaesthetic learning (Experience or activity)
(Burke and Noumair, 2015). This theory states that to learn quickly and more
effectively the learner should understand their preference of VARK model.
3. 4 Mat learning style: The 4 mat learning style is based on the left and right
movement of learner. In this theory learners are divided in 4 categories. In first
category there are innovative learners which attach the learning with the personal
meaning or experience. 2nd category analytical learner who goes to deep of the
concept. 3rd category common sense learners focus on the practical implication of
learning. In the last 4th dynamic learners are expose the self-truth. They encounter
their own reality and strength for the given situation
1.2 Role of different learning curve and it importance of transferring it in various workplace
Learning is immense important for growth and development so as in the organisation.
This gives the experience of change in the world and life. For organisation it is useful to give
insight of skills and market to the employees so that they could work efficiently and
effectively (Coff and Kryscynski, 2011). In order to deliver the result in the optimum way it
is required to deliver the learning in the style that facilitate the best outcome. Learning style
at HSBC:-
1. Planning for the workforce tasks: This Learning Curves are important for the
planning of various tasks for the employees as well the increase the return on
investment. Based on different learning style employees become expert in a
particular decision making. As analytical learners make more observational decision
which is required for the organisation to gain the competitive advantage.
2. Performance monitoring: Another important is to monitoring the performance.
Monitoring of performance is required to control the behaviour’s and actions of
employees whenever they go beyond the power of the authority or incorrect with
situation. These save the resources of the organisation as well as hinder the
organisation from the wrong decision of individual (Crismond and Adams, 2012).

3. Decision making: In this the employees are empowered by the organisation to take
decision on their own skills and experience. It happens because organisation is aware
of individual learning style of learning. This learning style helps in assess the
potential of individual hence the employees are empowered based on their learning
style and its implication on the organisation working.
1.3 contribution of learning styles and theories when learning event is planned and designed
Learning is very important for growth and development of individual. By this
individual become more competent for the planning and decision making. It gives power to
make more real and accurate decision. It gives the in-depth understanding of the situation
hence more relevant decision is taken by the people. Each one has the different learning style
and according to that one takes decision and perceives the situation. There is always a
different angle of perceiving the situation by the individual hence learning also occurs in the
different angle. The benefits of learning are also different for different individual according
to their perception level and the value for the new learning. It is also important to know the
interest of individual for learning (Crouch, 2011). More the person is interested in learning
better the outcome and performance. In organisation the planning of learning is done on the
basis of the individual learning style. The learning events are planned according to their
learning style so that the individual gets the maximum benefit of the situation. The planning
is done based on the learning style of different style of employees. The response towards the
learning by the learner is important aspect in this process. In planning the event it is always
considered that the learning should incorporate best of style of learning so that the most of
the employees get benefits of the same. The designing of the learning is done by
incorporating the major style of learning. This design incorporates role play, lecture, business
games and test by the organisation.
TASK2
2.1 Compare various training needs of employees on different organisation level
Individual is different and unique from other. This uniqueness brings the difference in
the needs of individual. To give the learning to employees it is important to understand the

need and level of the employee in the organisation. The need recognition is important as it
satisfies the employees and level is required to build the competence required in the
organisation level (De Vos, De Hauw and Van der Heijden, 2011). The basic approach
towards this is that learning should a blend of individual need and the level of employee in
the organisation.
1. Top level management level: At top management individual need may be of being
more grow and develop. At this level the learning of concept become more important
than any other skills. Top management needs to take strategic decision which gives
direction to the firm. This need brings the value for learning for the concept and
applied behaviour. The understanding of change is also required as it is the
fundamental of the learning.
2. Middle level management: At middle level employees needs understanding of
decision making and technology. This need is required as middle level management
follow the direction of top management and gives the overview of the same to the low
level management. So this emphasis on the understanding of the direction of the top
management.
3. Lower level management: lower level management follows the direction of the top
management and executes the expectation of the top level management. So employees
need the technical skills to perform the tasks (Fowler, 2013). So the learning for
technical skill is required at low level management.
2.2 Merits and demerits of training methods
There are various training methods. Each training method has its own advantage and
disadvantage. Given below the advantage and disadvantage of few training methods:
Training
method
Advantage Disadvantage
Lecture method This method is very easy and
systematic. It does not require
much resource. All the trainer
need to do is that to gather
information and knowledge.
This method is useful when the
trainees are of very large
number.
The disadvantage of this method is
that it is very boring in nature. The
trainees may become uninterested
in this method as it deals with
masses and does not appeal to
individual needs. This method is
not useful for full day training as it
is relevant for a time period of 3 to

4 hours only.
Coaching This method gives the benefits
of experience to the team
member. It gives direction to
the team that how the tasks are
performed. This is way to
deliver the skills by the
practical approach.
Sometimes the team is not
connected with the coach that does
create conflict with team and
coach. The team may feel that
coach is not the right person to
enhance their skills and it creates a
situation of dissatisfaction among
trainees.
Mentoring This method comes with
variety of advantage like:
experience of trainer which
enhance the skills of trainees,
gives direction to the trainees
efforts, helps trainees to
understand their potential and
skill set and moreover that they
show the path to trainees.
The biggest disadvantage of this
technique is that it needs a leader
skills set in mentor. If mentor is
not a good leader than this method
become ineffective.
2.3 Describe systematic approach of preparing training and development plan
Systematic approach means one step logically follows the other step. It is process
where one step work independent of other step and the completion of one step give rise to
another step. The steps are well coordinate as the sequence become more effective by the
proper placement of the each step. Given below the steps for training and development:
1. Training requirement: First step in this sequence is to understand the training
requirement. This question deal with the various aspects like: type of training
(Product knowledge, Soft skills, technical training), usefulness, method of training.
The process is completed when training needs are decided by the organisation
(Hakala, 2011).
2. Planning and designing of training: Next step is to design the training module. The
training modules are designed as per the requirement of the training. Among the
various methods of training most appropriate method is selected by the organisation.
After the selection of the method training is designed which includes the steps like:
who would be the trainer, time, pace and tenure of the training?
3. Development: Once the designing is done the next step is to develop it according to
the demand and necessity of the industry and market. In this step changes are made in
the existing design so that remain useful and competent with the time.

4. Execution: The next is to deliver the values to employees. This step is the action
work of planning and it focuses on the maximum and best execution of planning.
5. Evaluation: The final step is to measure the above steps and changes are required in
the process it puts the light on the same.
TASK3
3.1 Training and development program evaluation and approaches
Importance and role of HR department is increasing during the changeable environment
and employee of organization are aware about their fundamental right and the firm also
understood the role of their manpower to achieve their goal through performing various task at
workplace. In this competitive environment where is the skilled and talented workforce used like
a weapon for company to face their rivals and make sustainable the organization in dynamic era
(Hallinger, 2011). In this Human resource manager of People “R” formulate the policy to
perform various task and design the training and development program for the employee Sun
court ltd.
 Company vision and mission:-
Firstly the consulting firm People “R” understand the vision and mission of company Sun court
ltd and the firm HR policy.
 Training assessment need:-
According to company present targets and projects analysis the need of training in the firm to
perform the defined task. For this use a effective method for performance appraisal but it is quite
expensive and time taking for the firm so use the past data of the company respect to
performance appraisal. After this compare the existing skill and talent of employee to desired or
standard level. It will be help the HR team to design the training and development program for
the employee of the firm.
 Monitoring and accountability of the program:-
The HR manager of People “R” monitored the whole training program and apart form his a
committee of company will help him to perform certain task and also direct him. The Hr team is
responsible for the all task during training and they will direct all the program and fixed the
accountability of different employee at different designation during task.
 Program clarification:-

The Hr team People “R is communicate the employee of the company about the need of training
program and also tell them the benefits of this program to employee as well as firm (Jiménez-
Jiménez and Sanz-Valle, 2011). The hr department gives the full clarification of above program
in terms of task, learning, timing, venue, leader, time period etc.
 Progress:-
Periodically and day to day basis check the progress of the manpower.
 Observation :-
Different type of observation methods used by the manager of HR team in this situation. Observe
the change in employee behavior and perform their task by the leader or accountable authority of
specified group.
 Feedback:-
According the evaluation of employee performance at various standard feedback given by the
HR team to employee to employee may be positive and negative after this those who need more
practice provide them further training program according to their level of adaptability.
3.2 Evaluation of training program
People “R’’ HR team training program evaluate by the authorize committee of Sun Court ltd.
company as per various aspects these are as follows:-
 Reaction:-
Every action has to be reaction in terms of company it may be positive and negative. It positive
when employee of firm are satisfied and motivate to perform certain task at standard level and
vice versa (Leigh and Blakely, 2016).
 Learning :-
The committee of company identifies the changes in employee behaviour it may be they learnt
something different and the situation vice versa.
 Behaviour:-
The leaders analyse the change in the behaviour of the employees. Positive changes may be they
are more skill able talented ready to learn new things at workplace and enthusiastic towards
performing task. Negative change may be there is no change in employee behaviour pattern and
their working style and demotivate to perform task.
 Results:-

Results of employee training and development program can be measure favourable through the
profits and sales rises of company due to employee better performance and unfavourable is no
change in company turnover and profits also.
3.3 Appraisal of training evaluation methods success
After formulate and implement the strategy regarding employee training and
development program and the authorized committee review the actual outcome of this program.
The main question is rise that this type of program have favorable benefit to organization and if
any loop then identify where and why? And how to overcome from those circumstance and if
they successful then what the measures taken by HR team? and the main objective behind this
can be achieve successfully (Moser, 2012). The following measures are used for this process:-
 The agenda of the company full fill by this training program in terms of employee
behaviour, sales turnover and profit target.
 The changes in working manner of employees are good for the organization and
create a healthy environment for creativity and innovation in firm and if not then
what steps should be taken for this?
 Empower employee through this process in terms of skills and talent.
Evaluation of training and development program is organized by the HR consulting firm people
“R” is useful for the company Sun court ltd. and HR team clearly understand the actual
requirement of training and development program so the problem faced by the company resolved
by the HR consulting firm and impact of this program on employee is positive or vice versa.
TASK4
4.1 Government role’s in training, development and lifelong learning
Government is the responsible and authorized body who create rules and regulation in
public interest. In a country all rules and laws regarding any industry drawn by the authorized
body and any amendment is taken by the authorized body. Human resources is the most valuable
assets for the country and how to utilize those resources in economical development of nation is
main agenda of the government (Pedler, 2011). If the human capital of a country is skillable as
and talented than the country is rich enough to face different type of challenges and solve the all
type of problem. For this government authorized body Human resource department play a
significant role to design and draft the policy for human welfare. The training and development

program is designed by the authorized body and the main agenda behind this program is enhance
the skill of manpower and effective utilization of these resources. This policy is design to
provide equal right to all people no discrimination at workplace on the basis of caste, race,
gender, color etc. There are numbers of companies and basically divided in public and private
companies. The rules and regulation of any aspect and field was made by the authorized body by
enforcement of law. The need of training and development program which major goal is to
understand what the need of current scenario and what steps must be taken by the authoritative
body to bridge the gap between what existing and desired level which turn the this process of
training in actual learning and help the manpower to increasing their living standard. Time to
time various circular passed by the formal body which is mandatory for all companies of
particular industry (Rondinelli, 2013). So the company of Sun court ltd. has formed their HR
strategy according to follow the rules these are:-
 Periodically evaluation of the company’s employee performance and identify their actual
level to desired level of performance.
 Training program design this type which groom the personality of an individual and this
learning help them in future.
 This program motivates employees to perform their task with full of their capabilities.
 Help the company to achieve both type of goal company and individual level.
 A grievance resolving committee must be incorporate to handling this type of problem
during training period.
 All the program should be held on the direction of experts of particular field.
4.2 influence of development competency for companies of public and private sector
A competent employee is play pivotal role to accomplish task and help the organization to
achieve their goal in predefined manner so manpower consider as most valuable resources for the
firm. If the workforce is competent enough to perform certain task then they is core competency
for the firm and other factors like capital, cost, technology, brand value etc.
The world largest organization like Apple, Microsoft, Google etc. expand a major part of its
budget on training and development of employees so they can deliver their best to the company
and provide full space to a employee to explore through innovation and creativity so they can
learn from their surroundings. So the Sun court ltd. is the united kingdom base firm which want
to introduce training and development program for the company’s employee (Rosenbusch and

et. al., 2011). So firstly analyze the skills in present workforce and formulate their strategy
according to current situation.
4.3 Contribution of human resource development in training assessment
The main agenda of Sun court ltd. firm is to provide the basic facilities to the old age
people of UK and secure their rights and protect their form the exploitation of their families. UK
government take number of initiatives to preserve their right. A lot of livelihood program run by
the authorities to give them sustainable life like employment, pension scheme etc.
The followings are:-
 Institution for work and pension:-
There are numbers of schemes run by the authorative department Ex:- after completion of several
year of employment a certain amount of pension give to old age people according to their
financial condition so can sustain their life.
 Enhancement of skills:-
Government of United kingdom runs a number of schemes which enhance the skills of the
people and also runs various program to educate the citizen of different age group and provide
various benefits to them at free of cost (Sheehan, 2014).
 Human welfare department:-
This department is mainly focus to provide the core or basic amenities to the citizen of UK so
their living standard can be raise at physical, mental and economical level so they directly and
indirectly help the society and development of nation.
CONCLUSION
In this report we can conclude that the human resource department is one of the most
important function for the any company. Its manage the most valuable resource of firm which is
manpower. If the workforce of company is compatible enough then an organization can easily
get competitive advantage and gain the market share. This report scenario based on effectiveness
of training and development programs, learning theories and evaluation of successful
implementation of training programs at various aspects and UK government role respect to
enforce law for human welfare and those impact on design policy of HR in public and private

sector both. Training program bridge gap between desired to actual level of performance to
accomplish various task at different level.

REFERENCE
Books and Journals
Alarcon, G. M., 2011. A meta-analysis of burnout with job demands, resources, and attitudes.
Journal of Vocational Behavior. 79(2). pp. 549-562.
Burke, W. W. and Noumair, D. A., 2015. Organization development: A process of learning and
changing. FT Press.
Coff, R. and Kryscynski, D., 2011. Invited editorial: Drilling for micro-foundations of human
capital–based competitive advantages. Journal of Management. 37(5). pp. 1429-1443.
Crismond, D. P. and Adams, R. S., 2012. The informed design teaching and learning matrix.
Journal of Engineering Education. 101(4). pp. 738-797.
Crouch, G. I., 2011. Destination competitiveness: An analysis of determinant attributes. Journal
of travel research. 50(1). pp. 27-45.
De Vos, A., De Hauw, S. and Van der Heijden, B. I., 2011. Competency development and career
success: The mediating role of employability. Journal of vocational behavior. 79(2). pp.
438-447.
Fowler, A. ed., 2013. Striking a balance: A guide to enhancing the effectiveness of non-
governmental organisations in international development. Routledge.
Hakala, H., 2011. Strategic orientations in management literature: three approaches to
understanding the interaction between market, technology, entrepreneurial and learning
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Hallinger, P., 2011. Leadership for learning: Lessons from 40 years of empirical research.
Journal of educational administration. 49(2). pp. 125-142.
Jiménez-Jiménez, D. and Sanz-Valle, R., 2011. Innovation, organizational learning, and
performance. Journal of business research. 64(4). pp. 408-417.
Leigh, N. G. and Blakely, E. J., 2016. Planning local economic development: Theory and
practice. Sage Publications.
Moser, C., 2012. Gender planning and development: Theory, practice and training. Routledge.
Pedler, M. ed., 2011. Action learning in practice. Gower Publishing, Ltd.
Rondinelli, D. A., 2013. Development projects as policy experiments: An adaptive approach to
development administration. Routledge.
Rosenbusch, N., and et. al., 2011. Human capital and entrepreneurial success: A meta-analytical
review. Journal of business venturing. 26(3). pp. 341-358.
Sheehan, M., 2014. Human resource management and performance: Evidence from small and
medium-sized firms. International Small Business Journal. 32(5). pp. 545-570.
Theriou, G., and et. al., 2011. The impact of intellectual capital on firms' market value and
financial performance. Journal of intellectual capital. 12(1). pp. 132-151.
Werner, J. M. and DeSimone, R. L., 2011. Human resource development. Cengage Learning.