Report on Process of Human Resource Development
Added on 2020-06-03
16 Pages4329 Words55 Views
Human ResourceDevelopment
Table of ContentsINTRODUCTION...........................................................................................................................1TASK 1............................................................................................................................................11.1 Comparing different learning styles......................................................................................11.2 Role of learning curve and importance of transferring learning at workplace......................21.3 Contribution of learning theories and styles when planning and designing a learning event.....................................................................................................................................................3TASK 2............................................................................................................................................42.1 Requirements of training needs for staff at different level...................................................42.2: Advantages and disadvantage of training methods used in Sun court.................................52.3: Systematic approach plan training and development for a training event...........................6TASK 3............................................................................................................................................73.1: Prepare an evaluation using suitable techniques..................................................................73.2: Analyse training event.........................................................................................................83.3: Review on success of evaluation method............................................................................9TASK 4............................................................................................................................................94.1: Role of government in training, development and lifelong learning...................................94.2 The development of competency movement and its impact on private and public sectorOrganization..............................................................................................................................104.3: Contemporary training initiatives introduced by UK government....................................11CONCLUSION..............................................................................................................................11REFERENCES..............................................................................................................................13
INTRODUCTIONHuman Resource Development refers to the process of developing the overall personalityof employees through providing them suitable training and development programs in regularperiod of time. For this, company formed human resource development whose mainresponsibility is to develop and analyse the performance of employees through comparing actualperformance with standards set. Company named “Sun Court”, a UK company which deals inproviding accommodation facilities to old age people. The main purpose of preparing this reportis to provide the benefits that an organisation received by improving skills and knowledge ofHuman Resources. The project report covers different learning styles which are required to beapplied in an organisation (Bamberger, Biron and Meshoulam, 2014). The importance ofadopting training methods and role of government with regard to training, development andlifelong learning are also discussed in this report.TASK 11.1 Comparing different learning stylesIt will bring beneficial results to Sun Court if they focus on providing suitable trainingand development programs to their employees with a purpose of improving their skills andknowledge so that they can contribute maximum in achieving desired goals and objectives. Forthis, different learning styles are required to be adopted by the manager which help them inimproving abilities and capabilities of their employees in an appropriate manner. Such learningstyles are defined as below:Kolb's learning style: David Kolb was published this learning style in 1984 which tells thatpeople should required to follow only four styles of learning which are based on the combinedlearning cycle. There are four stages which includes:Diverging learning style: This style are mostly adopted by people who want to learn andobserve before taking any action. Such types of persons are good at brain and like to performartistic work (Barney, Ketchen Jr and Wright, 2011).Assimilating learning style: This style is adopted by such persons who believe in logicalknowledge and are more conceptual. Their main focus is to conduct research first in order to findout some logical learning.1
Converging learning style: This style is mostly adopted by such people whose mainfocus is to work practically as they are not believing in learning theories.Accommodating learning style: This style is adopted by such persons whose main focusis to understand inner feelings of an individuals rather than conducting research.Honey and Mumford's style: This includes four main learning styles which help employees toselect their own direction for acquiring knowledge and skills in a better manner. There are fourmethods of approaches which are as follows:Activists: This model helps employees in learning new skills and knowledge in order toperform various business functions such as group discussion, puzzles, etc.Theorists: This model helps in understanding the concept of action. They are adoptingsuch model with a motive of learning theories with the concept (Bolman and Deal, 2017).Pragmatist: This model is adopted by people whose main focus is to do differentexperiments with methods, techniques and concepts in order to find out a new way of completingwork.Reflectors learning style: This model is adopted by people who would like to observeand watch different things taking place in the working environment.1.2 Role of learning curve and importance of transferring learning at workplaceLearning curve is mainly defined with graphs and charts that show the ability and skillsof employees in order to achieve desired targets during the process of increasing skills anddevelopment of personality. This curve explains the opportunity to the management tounderstand the relationship between learning and experience which is gained while conductingtraining programs. This represents that the employees can take less time to complete allottedtasks after gaining skills and knowledge. Therefore, the manager of company is held responsibleto identify different learning of their employees and accordingly, conducting trainingprogrammes for them as per their requirements. Thus, learning style contributes maximum in thedevelopment of employees and company in order to achieve desired targets within given timeframe (Boxall and Purcell, 2011).Importance of transferring learning at workplaceAdd value: Learning curve has the main motive to add some extra value to the businessorganisation. If the HR manager fails to adopt different learning styles then in this case, it will bedifficult for them to improve skills and capabilities of their employees.2
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