Human Resource Development Concepts

This assignment delves into fundamental concepts within human resource development. It requires students to examine various learning theories like Kolb's and Honey and Mumford's models, understand the characteristics of the adult learner according to Andragogy, and analyze the impact of HR practices on organizational growth and development. The document also touches upon the concept of the learning curve and provides definitions for key terms in HRD.

Human Resources
Development

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1.1 Different learning styles........................................................................................................1
1.2 Role of the learning curve and the importance of transferring learning to the workplace...3
1.3 Contribution of learning styles and theories when planning and designing a learning event
.....................................................................................................................................................3
4.1 Role of government in training, development and lifelong learning...................................4
4.2 The development of competency movement has impacted on public & private section.....5
4.3 Contemporary training initiatives to human resources development for Sun Court Ltd......5
TASK 2............................................................................................................................................6
2.1 Compare the training needed for staff at different levels in Sun Court Ltd.........................6
2.2 Benefits and drawbacks of different training methods.........................................................7
2.3 Systematic approach to plan training and development........................................................8
3.1 preparing and evaluation using suitable techniques..............................................................9
3.2 Carrying out an evaluation of training event.........................................................................9
3.3 Reviewing the success of the methods used in evolution..................................................10
CONCLUSION..............................................................................................................................11
REFERENCES .............................................................................................................................12

INTRODUCTION
Human resources development is necessary for a organisation to provides growth and
resources. This is a concept to develop knowledge criteria of employer's, capacity of working,
positive environment in organisation, different working approaches as well as providing training
and learning for employer's to achieve firm's objective in a specific manner. It also encourage
and motivate worker's to face challenges, take risk and maintain ability for working together.
Human resources manager provides opportunity to employee's and identification for analysis
their capacity or ability for organisation. This project report is prepared for Sun Court
Residential Homes Limited. They provides Up-market care home set with beautiful schedule
garden and accommodation for old age people who are 60+. They contribute all the facility in a
minimum cost but they do not have a trained staff. Their CEO believes that training for staff
members on unnecessary cost is need to be kept minimum but some factors are causes to re-look
at the negative issues of staff in firm. That's why organisation decided to Re-train their
workforce for make some changes and provides special care to people. It includes different
learning style, work on learning curves, make some planning and design new events, work with
government and contribute different approaches to plan training and learning. (Werner and De
Simone 2011)
TASK 1
1.1 Different learning styles
Learning style is all about how individual prefer to understand, remember and execute
new information(Knowles Holton and Swanson 2014). All the persons have different observation
skills such as, some people prefer to learn in a group and others like to learn alone, a few learn
best by listening and another have to find it easy when they can see it, Some people observe
think while taking a long time but in other hand any are very quick to observe things through
practical lifestyle. These different modes are called learning styles. Different people provides
their ideas in this process Which can Sun Court Residential Homes Limited take for their
worker's such as-
Kolb learning style- David Kolb published their learning model in 1984. Their
theory sets out four different learning style and it is based on four-stages of learning cycle. He
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suggest that a learner need to go through the same stages of learning cycle after that they prefer
some aspects of the cycle to others and these are-
Accommodative- Some people are very creative by their minds and they likes to doing
thinks their own by different ideas. Individuals are believe to taking risk and believe to solve
their problems by feeling not by logically or depends on reasons. It can perform best in under
pressure. ( Bratton and Gold 2012)
Divergent- Such type of people are very imaginative and they learn through watching
and observing things. They are very good in generating new ideas and interested in people and
cultural factor of economy. This type of person sees things different from all and with different
perspectives.
Assimilative- This type of persons are believe in theoretical values and they solve their
problems by doing something and prefer abstract concepts. They believe in methodologies and
conceptual values of each and every think. Such type of person are not so interested to interact
with people. (Armstrong and Taylor 2014)
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Illustration 1: Kolb's learning style

Convergent- According to this some people are very practical in their approaches. They
always focus on particular problem and how to solve this by different methods which should
have to be related to practical terms. This type of people are unemotional and do not believe in
interaction and all.
Honey and Mumford learning style- This style includes four factors which are
not covered in kolb learning cycle -
Activist- According to them, some people needs to involved in new tasks and believe to
face new challenges. They are more likely to take risk by their own and analysis solutions by
different aspects. This type of people never stop their learning process when they finished one
task rather than they learn more and more by different things.
Reflector- Such type of people are very observatory by their nature, they take a lots of
time to think on a topic and prepare for it. They are good listeners and believe in visualising
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Illustration 2: Honey and Mumford learning style

things. They do not like to work under deadlines because it take along time to think on a topic in
very deeply.
Theorist- This type of people are very logistic in their approaches. They always explore
and analysis logics behinds things and ideas. It prefer to make conclusions, classifying and
comparing facts, organising things in better way.
Pragmatist- It includes the person who believes to learn new aspects from real world and
they can see direct link between learning and real world. They are prefer to make plans and
experimental thinks, predicating ideas and explore them with real factors.
Through this learning style Human resources division of Sun Court Residential Homes
Limited observe new ideas to provide skills to their worker's.(Brewster and Hegewisc 2017))
1.2 Role of the learning curve and the importance of transferring learning to the workplace
Learning curve represent the performance of learner and impacts on overall learning
process. Learning style has its own objectives and it can only achieved if this is transformed at
working place.
Role of learning curve- The curve is represent a graphical representation of learning
affects on organisations. It shows workers learning skills if it is increase or decrease in the
respect of their experience. This is a great tool to analysis and compare learning and training
which shows its track records. According to this, an organisation can easily identify key elements
of learner and their progress and they can easily observe which type of training required to
workers which will be helpful to achieve objectives easily.
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Importance of transferring learning- In a organisation, Human resources departments
organise learning and training process for their employer's to improve their interpersonal skills,
ability and capacity of working. They uses different sources like time, funds and trainer to
improve their learning process. There are some importance of learning at workplace-
Add values- The main objectives of learning is that it provides values to organisation.
Through this, company is identify that whether the process is effective or not for workplace.
Utilization of capital- For this process organisation invest a lots of amount to improve
worker's interpersonal skills and their abil8ity of working. So organisation wants that all the
employer's use it very well and utilizes it in effective manner for them. (Guest 2011)
Face the challenges- Main objective of this training is, Employer's enhance their ability
and capacity of doing work and they can easily face challenges which is provides by
organisation. Through this training worker's understand how to face internal or external
challenges and how can they overcome their difficulties and threats.
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Illustration 3: Learning Curve
source 1: Learning curve 2007-2011. [Online]. Available
through.
<http://www.intropsych.com/ch07_cognition/learning_curve.ht
ml>.

1.3 Contribution of learning styles and theories when planning and designing a learning event
Learning style, knowledge and development of skills is very important aspect for Sun
Court Residential Homes Limited because they provides facilitates to old age people as well as
fulfil their needs and their wants, so for this their worker's needs to know about their objectives
and techniques which helps to achieve goals. In learning style, there are different theories of
people for styles of learning such as Kolb's, Honey and Mumford etc. they both are provides
different aspects of learning. There are different contribution of these styles in planning a
learning event-
 This is provide a reality check that which kind of learning employers need and their
specialisation of working division as well as their potential of working for future role.
 This is provide learning material and activities on the basis of their skills and their
observation capacity.(Meredith Belbin 2011)
 The theory is contribute to classify human behave for different perspectives, functions of
their brain in different situations as well as their knowledge criteria for particular job role.
4.1 Role of government in training, development and lifelong learning
Government of a country is top level hierarchy for a organisation. They helps and support
the people in different roles but for a organisation they provides various programs for individual
and employer's learning. The role of government in training and development programme for
this organisation are-
Provoke a Public Norm- A government provides various initiate and processes to
develop a common culture in economy which helps to train and learn new aspects. They are
work for each and every individual to improve their skills and their capacity of working.
Distribute funds- To organise these type of program, Government provides sufficient
funds to organisations and different sectors. This is distribute to develop and train each
employee. Through this, some companies organise camps and free of cost training facility for
everyone and also provides them designation according to their capability. (Daley 2012)
Promote HRD studies- When a person wants to work with a organisation, first of all
they needs to know the importance about each and every department. Human resources
development division is a only division which is perform with each and every employee of
company and provide different facility to them. So for this Government needs to promote HRD
studies for each and every one.
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Formulate HR policy- Formulation of Human resources policy helps to improve
capacity and capability of each citizen. This is provides specific training and learning for
everybody who belongs to firm.
Develop a positive working environment- Government of a country make legislation,
rules and regulation for a individual as well as for business entity. So for making a positive
environment in business they regulate some law which are strictly needs to follows by each
employee and management.
4.2 The development of competency movement has impacted on public & private section
This is define that how ability of performance and qualification for a particular job role is
required for an business firm. In it, people are classify according to their knowledge, working
experience, qualification and general awareness about different aspects. Before some time,
private and public did not understand the value of this division. So for this government start a
initiative to provide brief knowledge of this in each organisation. As its results firms see good
results such as
For provide Effective Job Manner- This is provides a good employment approach to
people for a particular job role and a effective and efficient manner of working. Through this
Government and firms starts skill development program in different places to recruit capable
candidate and provide training to them who has requirements.(McKenzie Witter and Adgate
2012)
Achieve Competitive advantages- For private and public sectors, development of
competency movement is provide them ability to face their competition and work with strategy
to achieve goals. They provides them training and development to face new challenges of
external and internal approaches. Sometimes mangers are provides them opportunities to
overcome their threats. Both these sectors are focusing on hire highly capable workforce to get
their objectives with their new ideas and approaches in the standard of competencies.(Wright and
McMahan 2011)
4.3 Contemporary training initiatives to human resources development for Sun Court Ltd
UK government has different initiative to develop old age service provider organisation.
For this they highly focused to improve their employers skills and after that they work to
provides services for old age people as they wants by them.
The government institution who look on their matters-
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 Department of Trade and industry (for providing them funds and industrial support)
 Department of Pension
 Department of Health
 Department of education and skills (For employee's of organisation)
The services provides by agencies-
 Provides different services to needy people
 Contribute skills and development programs for employees of private and public sector
 Positive environment for residential and people who are working
 Providing funds for their welfare and their health services.
 Develop new working program for person who living their according to their capability.
 Provide them best food qualities and services.
 For worker's they provide them different training to provide best care taker facilities
 A positive working environment for co-workers
Government works for some new initiative for human resources development. These
factors are improve their working performance and provides healthy environment to public and
private sector. Through this government regulate legislation and rule which should have to be
follows by each and everyone who is belong to organisation. (Jiang Lepak and Baer 2012)
TASK 2
2.1 Compare the training needed for staff at different levels in Sun Court Ltd
Sun court Residential Homes Limited is provide services to old age people. This
organisation is basically work for welfare and as services provider to needy people but they also
work in it workers are also do their job for these functions. So for this they need a particular
training to work effectively and efficiently at different levels like-
Organisational level- At this level, gaps are found to employee's ability and their actual
performance. In it, training is provided to each and every employee of organisation to improve
their ability of working and enhance their interpersonal skills for firm's objectives. For this,
organisation is analysis their strength, weaknesses, opportunity on which they perform, Threats
from competitive firms. (Avey and et al 2011)
Occupational level- In this process, Training is provided to different level of
organisation where several person are working on various levels. This type of assessment looks
for a particular task , skills of knowledge, capacity and ability required to do job in organisation.
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In this they are fulfil difference between what they expect fro employees and what they provides
to organisation. Human resources manager need to evaluate this training for different people of
company and required information to gain their knowledge criteria.
Individual level- In this, each and every single candidate of firm is improving their own
skills which is helpful for organisation and for their own. This is required a individual person
who can identify their skills and improve this by new training and development process. This
process helps them to improve their level in organisation and to get more benefits by firm and for
organisation it helps because a single person can work on different approaches at a workplace.
Somehow, various level of worker's are required specific training but an individual assessment to
looks at performance is a single person and determine what training should be improve and
enhance their capability. (Kakuma and et al 2011)
For this they are apply for training plans and perform for organisational assessment. They
are follows future treads and determine company's strategic values to achieve objectives through
training need. For Sun Court Ltd, this training methods helps to provide more facility to people
whether they needs and provide them best services on time to time basis.
2.2 Benefits and drawbacks of different training methods
Training is a teaching and developing of any skill or knowledge in one self or in others
that will be for specific purpose in organisation. Management will provides this to enhance their
productivity. There are a lot of methods which makes impacts on employee on positive manner
or on negative manner. Persons in many professional may refers it as short of training as
professional development. (McMillan Morri sand Atchley 2011)
According to needs and services or organisation selects learning methods and assuming
the last used training tricks have some advantages with disadvantages.
The classroom or lecture method- a very common type to learning trick in which
trainees are place in to a room and one or more manager will giving lecture in using technology
or by using boards. The main advantage is this training will be conducted fro larger number of
employees. It is cost effective and less in time consuming. Disadvantage of this method is it
can be applied for practical service as this company in a old age home and they needs nursing
staff so there are no scope of laboratory demo and it also be monotonous at times.
Demonstration and practical learning methods- This trick will required a practical
field where all trainees have open assess or demo of skills and knowledge hence trainee may
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learn by observing demo. Advantages this training is suitable for service department.
Disadvantage is this trick cannot not be applied in decision making based on practical is really
required such as management level or this old age home.
Mixed training method- This is interesting thick of training cause it involves the
combination of all possible program in one roof and used to develop and train work force.
Advantage It is suitable for Sun court residential house Ltd Cause it has layer of department or
different segments if the combination approach imposed then it will be fruit full to make person
skill full and knowledgable. Disadvantage this is very costly and time consuming and also heads
up to unwanted involvement of employees and stepping to slow moving business operation.
This mixed methods are largely used by heavy budget organisations. (Kehoe and Wright 2013)
2.3 Systematic approach to plan training and development
A systematic approach is refers to a set of some stages which come after other one.
Company who wants to develops training for event takes up rational approach which is starts
from identification and defining the aim of organisation and after it certain steps are coming up
to finishing it by implementing to the training program. A training and development event
facilitates employees to enhance and shines their skills and knowledge for particular project. It
will also provides chance to learn new ideas and innovation and skills which helps them to
rooting their seeds in business through it employee have chance to go on higher post in same or
other organisation. For sun court residential home limited company here are the plan for training
event.
Organisation's aim- The main objective of sun court Ltd company is to providing best
services to their customers through learning programs which helps their employees to serves
more sufficient services. Cause it is a old age home and customers will be above 60 years old
they need proper care and facilities.(Steffen and et al 2015)
Setting up for training need- Here in this stage organisation identified that worker like
therapist and nurses whom will be on flour for providing services other one is housekeeping staff
should be more efficient. Or other wise this firm will not going ton attain his aim. Therefore top
management takes decision for conduction two different training event for these two part or
departments.
Designing training strategy- This firm has framed a demonstrative learning strategy for
the staff or employee of service department that how can service be given and run in proper and
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effective manner. They also provide lecture methods where all facts and plans of services will be
shown by technology such as power point presentation to service providers and staff members.
In this stage organisation overlooks and considered all fact that will helps all nursing staff to do
their job in effective way.
Implementing the training program- This is end or core step for business in which
company impose learning program in according to needs and requirements of employee to make
sound work environment.
3.1 Preparing and evaluation using suitable techniques
Evaluating a training program refers to measuring the efficiency and effectiveness of
conducted learning event. There are many ways by which evaluation of training program will be
happened. The aim of judgement is to assess learning program whether it is worth full or not. Or
whether the productivity of employees will increase or not. After getting assessed out come the
organisation will needs to decide that future training will be required or not. In respect to Sun
court company it is needed to estimating two training session that are conducted.
The human resource manager of this firm needs to develops plan to assessing training.
He should observe whole program and collect all data of employee 's past performance or
historic data. After it he planned to observes them to entire 3 weeks to identify their growth and
also took feed back from individuals who are participation in learning session. For having quality
feedbacks they needs to frame their questioner which will be filled by participant. All of
techniques are for making improvements in employees skills or knowledge. (Bray Jemal 2012)
After in few weeks of training session to assess the improvement. Manager will need to
get feedbacks from percipients. Questioner should have all those various question which helps to
manager in knowing opinions. Human resource manager builds up team in regards to judgement
and giving brief plans.
3.2 Carrying out an evaluation of training event.
This practical step is taken by company's human recourse team members or manager. The
reason behind to having feedbacks is to identify the sufficiency and effectiveness of that learning
programme. This process considered some steps which are listed as-
Reactions and satisfaction of participant- It is the rapid assessment of manager or
trainer in which they identify reactions of trainees. This all about knowing satisfaction of
participation because if trainees are satisfy then they will be more efficient to learn and get new
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skills in good manners. If manager found positive reaction then only this session will be
continued if not then it will be stopped in mid level. After in human resource manager heads to
seeks other alternatives.
Knowledge accession by participants- This process is having immediate question
answer round which lead interaction between trainer or trainee and grading knowledges. The HR
team in this condition measures the ratio of knowledge if the rate of a trainee is high then all it
means that training programme are successful and it is going right on ways. This trick of
feedback for human resource team.
Measurement of business improvement- After conducting learning session human
resource team assess out comes and defines measurable business improvement. The service cost
is noticeably reduces because trained employee as compare to untrained workers and quality of
work will be rises. Through the training of service department the quality of serving increasing
and feedbacks from the customer are coming in better quality then past records.(Crook and et al
2011)
Measuring with a benchmark- At the end the sun court residential Ltd company
compare the last refined result which are taking from the training program with last determined
standard. This stage is the final step in evaluation process. The organisation is bit impressive and
content of the out come. This time for firm is to setting up new goal which needs to be higher
then last one.
3.3 Reviewing the success of the methods used in evolution
The human resource team of the Sun court Ltd company used five different methods to
evaluate two learning session. But before begin this process of evaluation manager will discusses
about this result with their own team members. Where he stated and make convinced to their
team's work force to accept his decision for using 5 differ technology of assessment. Hence this
manager will told to all other person who are taking participation in training that any one trick
can bring feedback and not all comprehensive feedback. He has duty to describe all the benefits
of each methods to them or team. On the basis of evaluation success is to be reviewed.(Lin 2011)
 Psychological phenomenon consist satisfaction and reaction of participants and it depicts
the inner fondness of trainees about learning program in which they are participating.
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 This was builds for individual's personal skills. It majorly connected with acquisition of
knowledge. Hence it needed to be measured to having clear image of training impact on
employees.
 It can be said that this is a tool to understand improvements of ones in organisation
hence it was took in to consideration for evaluation process and it will work finely.
 The main reason or objective was to made improve business out comes so HR manager
assumable the previous data in respect to compare with past data. It facilitates a better
tools to assess effectiveness of evaluation.
The success of this evaluation process of Sun Court Ltd company is generally depends on
enough and sufficient use of methodology. This frame is quite suitable in work condition of Sun
Court Residential Home Ltd firm. By this procedure managers and trainers feels the necessities,
End results and improvements of training facilities. In these steps all groups are related to
provides their view points and set up analysis which ensured a variable command of the
evaluation. (Hobfoll 2011)
CONCLUSION
The above report concluded that Human resources development in a organisation
provides them growth and helps to improve their goodwill. This is works for different level of
employee's to improve their interpersonal skills and enhance their capacity or ability for working.
Sun Count Residential Homes Limited is a organisation which is provides services to old age and
needy people who are 60+. They serve their services in different methods but their CEO is never
work on their employer's skills and to improve their ability. They thoughts that this program is
funding unnecessary cost and this is not a need for them but after a research government give
them suggestion to work on their employer's skills to improve productivity in well manner. So
this, project report help them to know a importance of human resource development in their
organisation. Government also provides some facility for learning and training program to
develop employer's skills and improve their capability for firm.
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